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Leadership Articles Index

 The newest articles are are towards the bottom of the page. (higher number)

 

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L101
Word Count: 314

Characteristics Of An Outstanding Leader
 

Wisdom is one of the primary characteristics of an outstanding leader - leaders have an insatiable curiosity for discovering and learning new things. Leadership and learning go together. If you have…

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L108
Word Count: 175

Distinction: Visionary Vs. Leader

Definitions

Visionary - someone who sees things that don’t exist yet

Leader - someone who influences people

Comparisons: idea oriented vs. people oriented excited by the new vs. excited by reality

Example: Kerrie had radical ideas about how...

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TM105
Word Count:

"Three key roles in team leadership"

 

Leadership roles involve many skills, from being a good compromiser, to functioning as the group conscience by keeping discussion moving toward the common goal. At your next meeting, try one or more of these techniques:

1. Be a catalyst. Jolt the group's creativity by asking probing questions. Prod reserved participants and get them involved in the issues.

2. Be a gatekeeper. Get the ball rolling and...

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L110
Word Count: 247

Traits of a successful leader

Cumulative research of effective leaders has created a solid foundation of the most potent traits of a leader.  Are you an effective leader?  Look at the traits below and rate yourself in each area.  This will give you an idea of your strengths and weaknesses and help you to focus on becoming an even better leader.

Leaders are grounded.  They know who they are and where they are going.  They set the direction and pace for the organization and lead by example.

World class leaders are reliable, trustworthy, genuine, real and positive.  They make everyone...

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L111
Word Count: 201

Tips For Leading Your Former Peers

Leading people who were once your teammates can be a new leader’s biggest challenge. The following steps can help if you’re having problems:

Talk with the people. Ask them why they’re having problems with you. Are they jealous, disappointed, or just having trouble adjusting? Keep probing them — nonaggressively — until you reach the root of the problem.

Express your understanding of their feelings. Can you...

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L112
Word Count: 79

Tips For Leaders

If you have a team member who is unsure of himself, tends to hover in the background, and avoids risk, try the following coaching statements to draw out your wallflower.
• I depend on you to....

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L113
Word Count: 127

The Top 10 Characteristics Of An Effective Leader

Are YOU a Perfect 10?

According to an opinion survey of 5,000 workers, employees look for the following characteristics in an effective leader:

1.   Has the ability to give clear direction.

2.   Practices candid, honest, and open communication; encourages two-way communication and creates a climate of trust.

3.   Is willing to coach and support people.

4.   Relates...

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L114
Word Count: 245

Do you have the right mix of charisma and humility?

Too much humility can weaken a leader. Too much charisma can be as bad, says executive coach Patrick Lencioni. To find out where you stand, answer "True" or "False" to each statement:

1.        I believe others in my organization are as important as I am.

2.        Praise doesn't bother me.

3.        I respect others' time as much as my own.

4.        I believe my leadership is a key factor in my...

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L115
Word Count: 137

Do You Have Leadership Traits?

  • Find out if you’re a true leader by seeing if you possess these qualities:

  • Leaders start projects by asking "What has to be done?" instead of "What do I need?"

  • Leaders next ask "What do I have to do to make a real contribution?" The answer best suits the leader’s strengths and the needs of the project.

  • Leaders continually...

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L116
Word Count: 567

The Top 10 Attributes of Leaders

Are leaders “born” or can anyone learn to be a leader?  The best leadership training for potential leaders should be the best training about leadership - what is entailed in being a leader, and what can go wrong, as well as what can go right.  

1.     Leaders are persons who, by word and/or personal example, markedly influence the behaviors, thoughts, and/or feelings of a significant number of their fellow beings, followers, or audience.  The leader’s voices affect their worlds, and ultimately, our world.  

2.     The key to leadership is the effective communication of a...

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L117
Word Count: 315

Leadership

The Challenge

People everywhere continue to look for the secret to becoming a better leader. Thousands of books and articles have been written on the art of leadership all claiming to have the "answers." The fact is there is no one answer, no "secret." However, some guiding principles and skills are fundamental to successful leaders everywhere.

These skills, principles, and traits can be developed. Rate yourself in each area below, identify areas of weaknesses, and then create some goals and action steps to help you develop the successful leadership traits.

• Leaders are grounded. They know who they are and where they are going. They set the direction and pace for the organization/department and lead by example. An effective leader helps to create an organization where everyone feels free to be...

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L118
Word Count: 197

When Employees Set Standards

When Andy Heck played football for head coach Lou Holtz at Notre Dame, he switched positions on the offensive line. It was a tough transition.

One day, watching game films with the assistant coach, Heck complained about a negative grade the coach gave him for a play that Heck thought was OK.

"Andy, I don’t think you’re an average player," the assistant coach said, stopping the film. "Do you want me to grade you as an average player so your mark will be positive? Or should I grade you as a great player, in which case your performance on that play was a minus? You choose."

Heck chose "great player," and Holtz says "he immediately...

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L119
Word Count: 315

The Top 10 Traits of Super Star Business People

Emotional Intelligence is more important then IQ in superstar success.

1. They listen well and have great oral communication skills.

They have mastered the art of listening, can hold off giving their opinion, and keep an open mind to what is being said. They also can speak in a positive, friendly and encouraging manner even when giving constructive feedback.

2. They are adaptable and have creative responses to setbacks and obstacles.

These super star performers look creatively and hopefully at setbacks and turn those obstacles into opportunities.

3. Highly successful people have strong personal management skills and...

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L120
Word Count: 425

Leading by Empowerment

How often does your organization give employees responsibility without a clear direction or an understanding of the expectations?

This can, and most often will, result in low productivity, confusion, and lack of results, that creates low morale and possibly high turn-over.

However, employees that are empowered will produce amazing results in the workplace, and usually do it with a great attitude and enthusiasm.

When leaders and managers empower effectively, they don't...

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L121
Word Count: 312

Having trouble implementing change?

Help employees put it in perspective.

 THE MAGIC PEBBLES

By John Wayne Schlatter

It is the habitual thought that frames itself into our life.  It affects even more than our intimate social relations do.  Our confidential friends have not so much to do in shaping our lives as the thoughts which we harbor.  J.W.Teal

"Why do we have to learn all of this dumb stuff?"

Of all the complaints and questions I have heard from my students during my years in the classroom, this was the one most frequently uttered.  I would answer it by recounting the following legend:

One night a group of nomads was preparing to retire for the evening when suddenly they were surrounded by a bold, vibrant light. They knew they were in the presence...

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L122
Word Count: 239

The Best Leaders Argue With Success

We've all heard the adage "You can't argue with success." But if you don't question your own success, you're doomed to eventual failure.

Here are some ways you and your staff can fight complacency:

• Court complainers. Not all of your customers are happy. Bring in unhappy customers and let them speak directly to employees about product or service improvements.

• Study the competition. Identify competitors that...

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Word Count: 201

QUALIFICATIONS OF THE LEADER

It is by no means enough that a leader should be capable in his or her profession. He or she must be that, of course, but also a great deal more. He or she should be as well a gentleman or gentlewoman of liberal education, refined manners, punctilious courtesy, and the nicest sense of personal honor.

A leader should be the...

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Word Count: 522

Implementing Change in the Workplace

There is a saying that “the only thing constant is change.” All of us experience some form of extensive change in our lives and in the business world, change seems to be an ongoing endeavor to implement increased profitability and efficiency. This comes in the form of consolidation, downsizing, changing job descriptions and duties, automation, technological improvements, continuous improvement training and other measures to improve business results. However, many businesses and organizations ignore the first and foremost obstacle to change, which is the fact that virtually no one likes change. When employers execute a change in the work place, typical employee reactions are:

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L125
Word Count: 614

Follow These Steps to become an ideal leader

As a leader in your organization, how much impact do you have on its performance?

Probably more than you know. You may have been a leader for many years now, or recently promoted. Your organization may be a for-profit business or a church organization. It may be a not-for-profit community service organization or a local sporting organization. It matters not. What matters is that your leadership of your organization will directly impact the results you get.

It has been said...

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L126
Word Count: 455

Six Secrets to Creating Leadership Momentum

No matter where you are in your career, taking the leadership role in your organization is a given. Here is the lesson about creating leadership momentum. It’s not about you, it’s about them.

True leadership begins through valuing others. In working with many law firms, major corporations and associations, everyone plays a leadership role, from the receptionist all the way through the organization to the top dog.

Does everyone on your...

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L127
Word Count: 550

The Fear Factor

Fear is big news these days and not just with the reality shows. A recent survey by Jericho Communications of over 20% of Fortune 1000 CEO’s revealed that 43% cited fear as the number one motivating factor while money motivated only 7%. Their collective response indicates a potential disconnect from what many people hear from today’s coaches and motivational speakers. In today’s self-help abounding society, we hear more about embracing the rewards and visualizing your achievements than we hear about using fear to achieve your goals. Yet according to these successful individuals, fear is what motivated them.

How can we explain this “Fear Factor”? Possibly using the life Wheel may shed some light. The life wheel is comprised of 6 key areas: Mental, Physical, Family, Career/Financial, Social and Ethics/Beliefs.

Using the graphic that has been provided, begin at the center and shade each area working from the center to the outer rim. The shaded area represents your potential, your satisfaction, or your happiness. You define the terms.

The unshaded area is what...

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L128
Word Count: 712

Forecasting for Growth

To be effective as a leader, you must develop skills in strategic thinking. Strategic thinking is a process whereby you learn how to make your business vision a reality by developing your abilities in team work, problem solving, and critical thinking. It is also a tool to help you confront change, plan for and make transitions, and envision new possibilities and opportunities.

Strategic thinking is like making a movie. Every movie has a context (or story) which it uses to get you to experience a certain outcome (an emotion, in this case) at the end of the movie. Strategic thinking is much the same in that it requires you to envision what you want your ideal outcome to be for your business and then works backwards by focusing on the story of HOW you will be able to reach your vision.

As you develop a strategic vision for your business, there are five different criteria that you should focus on. These five criteria will help you define your ideal outcome. In addition, they will help you set up and develop the steps necessary to make your business vision a reality.

The following is a list of the five criteria of the...

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L129
Word Count: 341

Telework Has a Part-Time Future

Today more than half of American wage earners will spend more than two days a week working outside the office, reports the Sulzer Infrastructure Services firm in London. Today, 28 million people "telework" under formal company policies--a leap from 4 million in 1990--and millions more work informally out of the office one or more days a week. As inexpensive broadband Internet access and mobile technologies take hold, the number will increase, says Toni Kistner, managing editor of Net.Worker, a division of Network World magazine. "The technology has steamrolled ahead, making it cheaper and easier to work from anywhere."

It will be rare even 10 years from now, however, to find people in any profession who...

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L130
Word Count: 158

Internet Drives Shift To Leaderless Corporations

 

Expect more teamwork at the top. According to Business Week, truly leaderless corporations will continue to make more sense because the Internet allows information to be shared horizontally.

In 1987, 28 percent of the largest 1,000 public companies boasted at least some self-directed groups, according to USC’s Center for Effective Organizations. By 1996, 78 percent had some. And the trend continues today.

Some CEOs say they ...

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L131
Word Count: 364

The High Performance Work Force

By Ryan Scholz

President, Leadership Strategies Associates

 

People can make a difference in the profitability and success of an organization. This is the conclusion reached in two recent books I have read – Peak Performance by Jon Katzenbach and Hidden Value by Charles A. O’Reilly and Jeffrey Pfeffer.

 

Katzenbach characterizes a high performance workforce as follows:

1)                  A large number (more than a third)  of employees consistently exceed the expectations of their leaders and customers

2)                  The average worker performs better than the average competitors worker

3)                  A strong emotional commitment to higher standards and aspirations is reflected across the workforce

4)                  The collective performance of the workforce is a competitive advantage and is extremely difficult to copy

 

What then...

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L132
Word Count: 372

Leading Through Downsizing

L

eading staff through downsizing, resizing, rightsizing, (or whatever the buzz word is today) requires the leader to exercise superior planning, judgment, and decision-making.  It's a complicated task that involves the leader in recognizing the natural reactions of those that remain in the organization, and determining the right timing for moving the organization from the emotional reactions to a focus on the present and future.  While it is difficult, the consequences of mis-managing or under-managing the situation are severe.  Both management and staff will suffer if the timing is wrong, or managers deny or avoid dealing with the fall-out from downsizing.

Here are some tips that will help:

 

٭        Take time to talk with the “survivors” (the remaining staff) and ask them how you can help them during this very emotional ...

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L133
Word Count: 247

“Learning Leadership from Rudy Giuliani”

A

re you wondering how to lead your staff during a crisis? Well former New York Mayor Rudy Giuliani certainly showed us how to lead during a crisis. He gave us all comfort and direction leading us through the worst disaster in recent history.

Here are only a few of the things Giuliani did correctly and what you can do when faced with a crisis:

Ground Zero. In the aftermath of the September 11th, 2001 terrorist attacks, Rudy Giuliani stood tall at ground zero to console and encourage not only New York, but the entire country.

All too often leaders hide behind closed doors, trying to turn things around, when they should be standing side by side within the crisis area inspiring their people to greatness.

Identify the damage from the...

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L134

Word Count: 684

“Formal Leadership” (part 1)

This is part one of a five part series on Formal Leadership. Each concept works alone however; fits nicely with the other articles. Please contact us if you miss an article.

A Concept Of Leadership

Throughout the years, volumes have been written which list and elaborate upon the characteristics of leaders. You need only check the literature on the subject to discover that there are as many characteristics, and combinations of characteristics, as there are leaders. With all their differences however, leaders do have some fundamental similarities.

* Successful leaders have mastered the art of self-leadership and authenticity. Authenticity implies genuineness, reliability, and trustworthiness.

* Successful leaders have taken the time to crystallize a personal vision of the future, which will become the foundation or cornerstone for a shared vision. They are able to attract as well as inspire commitment among the people whose collective effort will make this vision a reality.

* Successful leaders understand how to align and maximize resources to realize the vision. The leader’s role is to create alignment between vision, strategy, structure, processes, and people with focus on attracting and maintaining a loyal customer base.

As a leader, you must be many things to many people. First, you must have...

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L135

Word Count:897

“Formal Leadership” (part 2)

This is part two of a five part series on Formal Leadership. Each concept works alone however; fits nicely with the other articles. Please contact us if you miss an article.

The Leader As Coach

Vision alone is not enough. Much like a football team that is playing in the Super Bowl, having a game plan and the desire to win is important. However, winning depends upon execution. One of your primary roles as a leader is that of coach. Coaches reinforce the results they believe people are capable of achieving.

One way to develop a winning team is to surround yourself with extraordinary people. Another is to surround yourself with ordinary people who, through your leadership and coaching, achieve extraordinary results. As Sam Walton once said, "…there's absolutely no limit to what plain, ordinary working people can do if they're given the opportunity and the encouragement and the incentive to be their best." As a coach, your role is to help people develop winning attitudes and improve their skills. A coach helps people see beyond the problems, the limitations, and the "known," to focus on solutions and opportunities which are sometimes found by venturing into the “unknown”. If you are going to create a winning team, you must be good at coaching. You must be able to...

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L136

Word Count: 385

Do You Consider Yourself A Great Leader?

Why should they follow you?

P

eople follow leaders because they trust you and believe in you. They also have the confidence in you to take them to the next level.

However, it only takes one incident to break the trust and have people looking for leadership in others and not in you.

Also leaders are expected to:
Rate yourself in each area from 1 to 5.
(5 being the best)

Hire the best most qualified people. People want to work with other top performers on teams and in departments. A good leader has the ability to bring out the best in everyone.

1          2          3          4          5

Not be controlling. Leaders of the...

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Word Count: 314

6 Steps To Overcoming Resistance To Change

Transforming The Organization Series – Article 1

T

here may be people who will resist change because it is different or new. Resistance to change is a common and universal malady. Therefore, understanding some of the barriers to change may help in creating and implementing successful growth strategies.

Some common barriers to change and innovation are:

s         Lack of data makes decision making difficult

s         Personal goals conflict with professional goals

s         Management behavior discourages implementation

s         Employees don’t understand or really want to make the change

s         Poor communication of vision, values, and mission

s         Recognition and appraisals are inconsistent with attaining goals

s         Unwillingness to develop new goals

s         Lack of process and structure

Addressing resistance to change becomes a major focus and an integral part of a unified implementation strategy.

To successfully implement change, several...

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L138

Word Count: 330

Leading During Times Of Change

Transforming The Organization Series – Article 2

O

f the many issues with which we wrestle each day, one certain truth is: the future
will not look like the present. Competition, human creativity, and high technology
will redefine the future. Yet many leaders continue to lead, manage,
and operate as they have in the past.

“There is a story by Price Pritchett in which he recounts his experience of viewing firsthand
a life and death struggle that occurred just a few feet away from where he was sitting.
He was watching a fly burn out the last of its short life’s energies in a futile attempt to fly
through the glass of a windowpane. The frenzied effort of the fly gave no hope for survival.
Ironically, had the fly just flown in another direction, it could have easily escaped through an open door.”

All too often, we are like the fly. Instead of trying harder, doing the same things, we need to do different things. We must break the shackles of conformity, challenge the routine, and break out of existing paradigms. At the core of succeeding in today’s competitive environment is the ability to constantly improve, and reinvent the way we do business. The key to working smarter is knowing the difference between motion and direction, between activity and focused action.

To lead, we must be adept at balancing what must...

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Word Count: 445

 “How To Create Alignment In Your Company”

Transforming The Organization Series – Article 3

This is the third article in our series Transforming The Organization.
In our previous two articles; 6 Steps To Overcoming Resistance To
Change and Leading During Times Of Change,
we addressed issues
that could prevent an organization from getting to the next level and
how to overcome these obstacles.

A

lignment is the balanced harmony between interdependent people,
processes, resources, and departments. It is a matter of aligning your
vision with people, strategy, structure, and processes with a focus on
the customer and a foundation of core values. Because they are interdependent,
they must be congruent. As can be seen from the following model,
realizing the ideal is not as complex as many would think:

When all critical components are aligned, results will continue to improve. If there is conflict between any two issues, there can be dissolution of the whole. For example, if you want to...

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Word Count: 551

“Valueship”

Transforming The Organization Series – Article 4

Valueship is not a new concept. Those who are already leading successful companies are doing so because
they are practicing Valueship. James L. Heskett, UPS Foundation Professor of Business Logistics at the Graduate School of Business Administration, Harvard University, and Leonard A. Schlesinger, the George Fisher Baker, Jr., Professor of Business Administration, senior associate dean, and director of external relations at the Harvard Business School, have studied the correlation between leadership and behavior and organizational performance. They found that leaders of the best performing organizations defined their jobs as:

  • identifying and constantly communicating commonly held values,

  • shaping such values to enhance performance,

  • ensuring the capability of people around them, and

  • living the commonly held values.

Never before in history has Valueship been more important than it is today. Almost daily, role models, athletes, corporate leaders, and government officials are accused (and all too often convicted) of theft, drugs, or graft. Adultery is so common that many people give very little thought to the gravity or potential pain and loss it can...

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Word Count: 331

“Core Values”

Transforming The Organization Series – Article 5

V

alues-based leadership begins with identifying core values. Core values are the basic principles which we have chosen to guide our actions. Core values define beliefs, standards, and acceptable behaviors. Once determined and communicated throughout the organization, they guide and govern the decisions and actions of the individuals and the organization. The core values shape the organizational culture and the behavior and actions of all who are associated with that organization.

The core values provide the framework for decisions, priorities, and actions. Some examples of organization core values are:

* Our integrity has not room for error.

* We will conduct our business honestly.

* Our “customers” must always be treated respectfully.

* We believe that our employees are the key to our success.

* Our actions will evidence trust, credibility, uncompromising integrity, and dignity of the individual.

* We believe that our first responsibility is to our patients.

The fours values of...

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Word Count: 803

“Identifying Values”

This is the last article in the "Transforming the organization series". Article 6.

M

any people have given little more than a passing thought to identifying the values that govern their personal behavior, and even fewer organizations have done do. Instead, they accept the values of others or let situations determine the values. In almost all cases in which values are not clearly defined, good decisions are more difficult to make. Without values, people are easily influenced and decisions are subject to frequent change or compromise. "Situational values" confuse people, and create problems and complexity.

Successful leaders make important decisions based on a set of core values...doing the right things for the right reasons. In an organization, personal values may differ. A leader will help everyone focus on a "common-good" value that will engender a desire for cooperation and team work, without invalidating those personal differences.

What are your values? Can you easily and specifically identify them? What about the people throughout your organization? Are they committed to the organizational values?

Take time to clarify or review the values you hold as a leader. Focus on what is really important to you, and ask yourself, "What are those few beliefs that I value so ...

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Word Count: 380

“Formal Leadership” (part 3)

This is part three of a five part series on Formal Leadership. Each concept works alone however; fits nicely with the other articles. Please contact us if you miss an article.

The Leader As Mentor

While many aspects of the mentoring role are similar to coaching, the significant difference lies in the mentor's advisory or teaching role. A mentor is a trusted advisor and tutor. Mentors share the benefit of their experience and knowledge. It is a critical role in developing individuals who will collectively be responsible for the success of the organization. As a mentor you should:

s         Seek innovation,

s         Encourage experimentation,

s         Reward appropriate risk taking,

s         Drive out fear,

s         Develop trust and full cooperation, and

s         Create an environment where everyone communicates freely, honestly, and positively.

Establish an environment that...

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Word Count: 371

“Formal Leadership” (part 4)

This is part four of a five part series on Formal Leadership. Each concept works alone however; fits nicely with the other articles. Please contact us if you miss an article.

The Leader As Director

In the director’s role, the leader is like a symphony orchestra conductor. Everyone knows their part, comes in on cue, and maintains the tempo that has been established. The conductor does not play the instruments, that is the role of the musicians. Each musician does not decide when to play, that is the role of the conductor. The role of the conductor is to elicit the best possible individual performance in concert with the entire orchestra to create a symphony of sound. The conductor encourages and contributes to practice. Each individual knows his/her part. Each knows how critical that part is to the whole. The conductor brings each of the individual parts in at precisely the right time and place.

The leader/director establishes the direction for the organization and for the people. This does not mean the leader is the authoritarian expert who...

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Word Count: 878

“Formal Leadership” (part 5)

This is part five of a five part series on Formal Leadership. Each concept works alone however; fits nicely with the other articles. Please contact us if you miss an article.

Authority and Power

Have you ever observed two individuals of equal position, rank, and authority in an organization? One seems to accomplish everything successfully and with ease, while the other seems to always be "under the gun," having a crisis, and a difficult time. The true leaders in any organization are easy to recognize. They're the ones who always seem to accomplish more with apparent ease. The key is their ability to get others to accomplish more than they thought they could. The effective leader is one who makes a difficult task look easy. An ineffective leader is one who makes a simple task look difficult. This phenomenon occurs at all levels in an organization.

Improving your understanding of two concepts, authority and power, can help you to develop a more effective leadership style and help others to become better leaders. The terms authority and power have been used interchangeably over the years. However, power and authority are two very different concepts. Understanding each will help you to drive leadership skills throughout the organization.

Power may be defined as the ability or capacity to act in ways which influence the behavior of others. It is a personal talent which can be developed. It is the ability to get others to do things. It has little or nothing to do with title, rank, or authority.

Power is a measure of personal effectiveness. It is granted to you by those over whom you have influence. Power is earned and given by those who follow.

Authority, on the other hand, defines limits and actions which you have the contractual right to take or use. It is granted to you by the organization as part of the organization’s attempt to control and manage. It is the right to settle disputes, to control operations, to make and implement decisions, and to administer or manage. It has little or nothing to do with the ability to influence the behavior or others.

It is entirely possible to possess a great deal of power, while not possessing...

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Word Count: 963

Building Success Attitudes And Habits

For most people, developing positive attitudes about growth, innovation, and possibilities is not an easy process. It involves the formation of new habits which can take days, weeks, months, and even years before they become an integral part of our lives. The task is not easy, but it can be done. The process of change can be divided into three parts:

First: Understand that attitudes are habits of thought that give some degree of internal satisfaction.

Second: Analyze the habit as honestly as possible to learn what kind of satisfaction it provides.

Third: Remember that the mind does not work in a vacuum – you can’t simply erase a habit and leave an empty space; therefore, you must replace the old habit with a new, more effective habit, which offers you greater satisfaction.

To change your attitudes, you must be willing to sit down, and take an “inside-out” look at yourself. We are products of everything we have inherited and are exposed to. We are a product of family, friends, genes, parents, disasters, triumphs, role models, leaders, experiences, and more. By examining...

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Word Count: 677

“Collaborating For Results” (part 1)

(This is a part 1 of a 3 part series on effective collaboration.)

“Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed it is the only thing that ever has.”
Margaret Mead

Imagine an acoustical engineer, an electrical designer, a pilot, and a manufacturing engineer in a computer generated, virtual environment putting their heads together in to running jet engine simulation to offer their expert opinions on what they see. This is collaboration, and it is happening everywhere people think together about the same problem, situation, or goal. The technology for collaboration, created at the National Center for Supercomputing Applications Simulation, is being applied in industry to areas of scientific visualization, manufacturing design, rapid prototyping, and education.

In a competitive environment, collaboration is critical to innovation, inspiration, and speed.

Collaboration is a way of energizing people to work and think together. It is the exploration of multiple options from various perspectives. Collaboration is the process of people thinking and working together to discover ways to solve problems; address complex or cross-functional issues; improve processes, products or systems; or invent new ones. Creative, collective thinking applied to work we do leads to examination of how we do it, and how we can do it better. This means discovering new ways that are better, simpler, more efficient, or faster. You will discover many advantages to getting the individuals within your organization to collaborate with others and share their...

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“Rules For Collaboration” (part 2)

This is part two of a three part series on effective collaboration.
If you missed the previous article please contact us today.

As we embark upon a new era in business, an era that increasingly deals more with ideas than objects, we must focus upon creating learning organizations that acquire and apply knowledge, ideas, and improvement, AND do it quickly. More and more, speed is a significant factor in getting and maintaining a competitive advantage. Just having information is no longer enough. The information must be turned into ideas and improvements that can be implemented quickly. Collaboration is the key for better ideas, improvements, and quick implementation.

Rules For Collaboration

Consider the rules well. By just knowing and applying these three rules, you can influence your collaborations to go smoother and produce better results.

Collaboration has three simple rules:

s         There must be shared space.

s         There must be common goals for collective effort.

s         The goals must drive toward tangible results, not just activity.

For collaboration to occur, people must...

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Eight Key Leadership Strategies

Peter Drucker, called by BusinessWeek “the most enduring management thinker of our time,” turned 96 this month. In a June 2004 Harvard Business Review article What Makes an Effective Executive?, Drucker said that, as different as effective leaders may be, they all follow 8 practices:

1. Focus on opportunities rather than problems.

2. Run productive meet

3. Think “we” rather than “I.”

4. Take...

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Leadership:  Have Your Goals and Achieve Them Too!

By Howard Shore

 You see it every day in your daily lives and particularly at year-end with all of the New Year resolutions and business plans.  Next year you are going to do all of those things you have never done and more. Or maybe you just want to get back to where you used to be.  You set goals for some really important reasons:

  • Keep you on target

  • Make better decisions

  • Keep you focused

  • Increase self-motivation

  • Develop self-confidence

How many goals do you have going right now?

How have the anticipated rewards influenced your progress (or lack of)?

Are all of your goals planned out fully?  What difference might it make?

How do you know if you really are going to achieve those goals?

 Here is a quick quiz to see if you are on track?

1.              I state my goals in a way that tells exactly what will be achieved and by when?

2.              My goals are measurable in a way so that I know whether they are achieved or not?

3.              I set goals that are attainable and are not designed to stretch to some level below that goal.

4.              My goals are set realistically high so that they require some sort of behavior change?

5.              All my goals have a definite target date for completion?

6.              I evaluate my goals to make sure that I do not have too many goals?

7.              I have taken time to prioritize my goals?

8. ...

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“The Three C’s Of Collaboration” (part 2)

This is part three of a three part series on effective collaboration. If you missed any of the previous articles please contact us today.

Collaboration will be most effective when there is communication, coordination, and cooperation. Thinking about how they interact and what distinguishes one from the other helps us understand collaboration better.

Communication is the cornerstone of collaboration. It can be established through written words, sound, signal, or body language. How well the communication is received – seeing it visually, hearing it audibly, or feeling it kinesthetically – is the ultimate measure of the transaction.

Communication is understanding. Feedback is the only way we know what the receiver heard, or what they think we have communicated. It is important to note...

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Leaders And The Four Fatal Fears

 “The only thing we have to fear is fear itself.”

This famous quote from Franklin Roosevelt speaks as clearly to leaders today as it did in the 1940s. In their book, Play to Win, Larry and Hersch Wilson present psychologist Maxie Maultsby’s concept of the Four Fatal Fears. Maultsby believes these fears impede our ability to interact effectively with others and take relevant action. These fears can not only immobilize us, but also immobilize an entire organization when a leader is stuck in their grip. Let’s take a look at the impact of these Four Fatal Fears on a leader’s ability to create a dynamic organization that responds quickly and effectively to change, creates new and innovative solutions, and works toward a common vision.

I fear failure; therefore, I need to succeed.

When leaders operate from a fear of failure, they are often reluctant to act. They may procrastinate in making decisions and miss opportunities. It impedes their sense of adventure and playfulness, as well as their ability to take the risks necessary for innovation and growth. A fear of failure can manifest itself as a need to have every piece of available information before making a decision.

Leaders who fear failure can become imaginatively stuck and in the constant mode of finding answers, rather than reframing questions. Their thinking can become polarized into black-and-white or all-or-nothing approaches that limit creativity and risk-taking.

I fear being wrong; therefore, I must be right.

For leaders, the fear of being wrong can make it extremely difficult to tolerate members of their management team who challenge their ideas or conclusions. Over time, dissenting voices become quiet and the management team becomes nothing more than a rubber stamp for the leader’s thinking. The creativity and imagination of the team is lost to the leader and the business. Ultimately, leaders’ fear of being...

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How to Win Friends and Influence People

We all know it’s getting to be that time when we start to think about next year and everything we want to accomplish. Instead of the age-old resolutions everyone else will be making, let Dale Carnegie’s Principles from “How to Win Friends and Influence People” help you generate more meaningful and achievable goals for the new year.

             Become a Friendlier Person 

  • Don’t criticize, condemn or complain.
  • Give honest, sincere appreciation.
  • Arouse in the other person an eager want.
  • Become genuinely interested in other people.
  • Smile.
  • Remember that a person’s name is to that person the sweetest and most important sound in any language.
  • Be a good listener. Encourage others to talk about themselves.
  • Talk in terms of the other person’s interests.
  • Make the other person feel important - and do it sincerely.

 

Cultivate a Mental ...

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Increase Results By Building Endorsement

“Why is it that so many companies invest millions in buildings and equipment, and yet invest so little in the development of their most important asset-people?  It would seem we should take care of the people first and then they will take care of the company.” Judy Suiter

The most effective way to gain the commitment and cooperation of others is to “get into their world” and “blend” with their behavior style.  By meeting a person’s behavioral needs you are able to earn endorsement. Through this endorsement you are able to diffuse many problems before they happen. Also, endorsement allows a person to gain the most benefit from their time with you. Every interaction you have with a person either increases or decreases your endorsement.  Human performance is directly proportionate to endorsement.

There are 6 ways in which you can build endorsement of which 1 is earned (position) and all the others can be learned.

1.       Position – A person’s position gives them a certain amount of endorsement.  However, this endorsement increases or decreases based on “how” they act and “what” they believe.

2.       Appearance – Whether you like it or not, your appearance will dictate whether you are liked or not.  People notice the way you dress, your stationery, briefcase, eye contact, handshake, walk, etc.  Anything a person sees can positively affect your endorsement.

3.       Beliefs – People who do what they say and say what they do will develop greater endorsement than people who are “wishy-washy” in their actions.  A straight shooter will develop a greater level of endorsement because of his/her reliability and trustworthiness.

4.       Competence (technical, systems, and people relations) – A specialist in a field is seen as the one to listen to in order to solve problems.  Also, if you develop good people skills you have a competence that can build your endorsement.

5.       Oral Presentation Skills – A person who stands up and is unable to effectively present his/her ideas will have trouble gaining endorsement.

6.       Feedback – The ability to give, receive, and act upon various forms of information from others greatly impacts endorsement.  Most people want to do a good job.  The manager’s task is to give effective feedback allowing the employee to make appropriate changes.

The following 5 steps will assist you in ...

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Rewards and Recognition

Satisfied, dependable and productive employees make business happen. Often a consumer will choose to purchase your product or service based on the employee who represents that product or service

I

t seems that one of the secrets to a productive workforce—and therefore a successful business—is an elusive thing called good morale. Just what is good morale? It usually refers to how your employees feel about their jobs, you and your business. And that can directly affect your bottom line.

So the next question would be: "What contributes to good morale in the work environment?"

It’s a myth that good employees care only about money. Money is important, but there are many items that contribute to an employee’s morale. Interestingly, some are so fundamental that we tend to miss them completely. For instance, do your employees feel:

  • Treated fairly and respectfully?

  • Valued and appreciated?

  • Recognized and possibly even rewarded for their work?

It shouldn’t take you long to realize that if you wish to attract, recruit and retain good employees, fair and respectful treatment is a given.  Employees who do not feel valued and appreciated will either contribute less effort as time goes on, or leave for greener pastures where they will be appreciated.

Continued from page one - rewards

In addition, everyone likes to have achievements and efforts recognized. Even though personal satisfaction is usually generated from within ourselves, it is always more meaningful if someone else notices and shares the success. Thus the concept of recognition and rewards.

Rewards can motivate and encourage employees to contribute to their own success and that of your business. Now, we’re not talking big-ticket items like a car or trip to some exotic locale. On the contrary, employees are often delighted with a range of rewards that can be provided at little or no cost.  Most importantly, ensure your program fits the culture and image of your company.

he most effective reward and recognition programs have ...

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Future Insights

Stay flexible. Change will be constant. New opportunities will present themselves. Unexpected challenges will throw themselves at you. Be ready to duck, bob, weave, side step, and hop-scotch. Agility is power.

Stay alert to your own environment. Even carefully watching the trends, we can't predict everything that will happen to you and your company. Futurists work at the "30,000 foot" level; corporate leaders operate at the mountain top level. Keep your head in the clouds and your feet on the ground.

Practice "Future Thinking." Always look ahead in everything you do. Anticipate, project. Consider the future consequences of every decision you make. Train and encourage your executives, managers, and supervisors to think the same way. Build this kind of active futures perspective into your company's culture.

Clarify your mission. While consultants have ...

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Future Insights

Beware of empires. Guard against any manager building a bureaucratic dynasty that gets in your way of performance. Cross-train your people, enable them to work productively together across departmental or functional lines. Stay fluid and flexible.

Emphasize personal and professional growth. Establish and maintain a learning environment. Use education, training, and development to help every worker become more competent, more confident. Link personal and corporate growth objectives to build the congruency that bonds people to your company. When people can meet their personal needs through their employment with you, they'll be more likely to stay.

Show appreciation. Tomorrow's employees, like today's, are hungry for appreciation. Thank your people every day. Be sincere and specific. Train all your managers and supervisors to follow your example, consistently. Seek creative ways to show you care.

Use contingent workers. Let go of the ...

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Developing A High-Performance Culture?

In the early 1960s, President John F. Kennedy stated that he wanted to send a man to the moon and bring him back safely by the end of the decade; a pretty lofty goal.  Senator George Smathers from Florida agreed with the “lofty goal” part.  So, before voting to secure funds for the initiative, he wanted to make sure he made the right decision.  He visited Cape Canaveral to do a bit of detective work on his own.  After much time, observation, questioning and exploration he still had not made a decision. 

At the end of the day he saw a worker cleaning up and asked what her job was.  Her reply was simple, “I’m part of a team that’s going to send a man to the moon and bring him back safely by the end of the decade.”  Decision made! 

This is an example of strategic alignment at its best.  Everyone knows the organization’s charge, and all of the stars are in alignment (strategic intention: systems, processes, leadership, management, expectations, authority, responsibility, individual empowerment and supportive behavior).  But what happens when the stars are misaligned; when the systems and departments are out of sync?  What happens when a department exists for the good of itself and individuals behave selfishly rather than for the greater customer and organizational good?

The simple fact is that the more an organization’s systems and processes are aligned with its strategic intention—and all of the employees support this alignment behaviorally—the greater the opportunity for success.

In fact, if the plan is sound, it’s almost impossible to fail no matter how ambitious the organization or that plan is—even if that includes sending a man to the moon.

Organizations are complex entities.  Effective leadership calls for ...

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The Qualities of Skillful Leadership

"If you wish others to believe in you, you must first convince them that you believe in them." -- Harvey Mackay

If you want to be a leader who attracts quality people, the key is to become a person of quality yourself. Leadership is the ability to attract someone to the gifts, skills, and opportunities you offer as an owner, as a manager, as a parent. I call leadership the great challenge of life.

What's important in leadership is refining your skills. All great leaders keep working on themselves until they become effective. Here are some specifics:

1) Learn to be strong but not rude. It is an extra step you must take to become a powerful, capable leader with a wide range of reach. Some people mistake rudeness for strength. It's not even a good substitute.

2) Learn to be kind but not weak. We must not mistake kindness for weakness. Kindness isn't weak. Kindness is a certain type of strength. We must be kind enough to tell somebody the truth. We must be kind enough and considerate enough to lay it on the line. We must be kind enough to tell it like it is and not deal in delusion.

3) Learn to be bold but not a bully. It takes boldness to win the day. To build your influence, you've got to walk in front of your group. You've got to be willing to take the first arrow, tackle the first problem, and discover the first sign of trouble.

4) You've got to learn to be ...

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How To Run An Effective Business Meeting!

How productive are your business meetings?  Would you describe the culture that governs your meetings to more resemble World War III or crazy chaos?  During a meeting, do you focus on the agenda at hand or do you concentrate more on breaking a foam cup into bits?  Would you qualify eating all of the donuts in a meeting as a major accomplishment in your agenda?  If these meeting scenarios sound familiar to you, you are not alone!  Many studies have shown that more time is wasted in meetings than in any other business activity.  It is estimated that people spend 20-40% (upper management is much more) of their time in meetings and that meetings are only 44-50% efficient (source: Steve Kaye).  By improving the efficiency of your next meeting, you may increase your bottom line. 

The first step in improving the efficiency of your business meetings is to recognize that meetings are a collaborative effort.  The very definition of a meeting is a TEAM activity where SELECT people gather to perform WORK that requires GROUP effort.  All participants of a meeting, therefore, must play a role in remaining focused and progressing through the meeting in a timely manner.

Before calling a meeting, it must first be ...

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Fueling Personal Accountability

Maximize Results through Motivated People

A major responsibility of leaders in organizations has always been to develop plans and lead their people in successful execution. Today’s business environment presents additional challenges to leaders in that change happens faster and more continuously than ever before! This means an increased need for effective and frequent planning, and a smaller margin of error for plans that fail to produce results. We all realize this is a given in today’s business environment.

In addition, have you noticed that the people who make your plans work have also changed? For example, their interpretation of “following the leader” has taken a new direction. In our workplace today, ...

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Discover Why Great Leaders Challenge Success

As you look at why people and companies are successful, you quickly realize that they question everything.

WHY?

If you don’t know why you are successful, and what helped get you there, you may be doomed for failure.

Great leaders know this fact and constantly question, challenge, test, and duplicate their successes.

Here are some tips to help you become more successful:

·        Customer surveys and group meetings. Implement an annual or bi-annual survey of your customers and find out what they like, what they don’t like, and what you can improve. Another effective way to illicit this information is to have meetings with your customers and brainstorm ways to improve. (Think about what Ford did with the Taurus. The vehicle was a direct result of consumer’s suggestions). Pay close attention to the customers that are unhappy. Let them speak about what they would like to see improved. Then fix it. Whenever possible, allow employees and key personnel to be present.

·        Conduct an ...

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Achieving Better Execution

Executives in businesses of all sizes have experienced disappointment and frustration when trying to drive changes to achieve maximum business results. Many executives know and acknowledge that their biggest challenge is executing their plans.

Achieving Better Execution (ABE) is an ongoing series of principles that, when applied, lead to better results. I discovered these principles over 20 years as a leader of, participant in, and witness to change initiatives in companies ranging from start-ups to $20 billion in annual sales, in many industries, private and public, and profit and nonprofit. Implementing each principle will have a positive impact on your bottom line. Collectively, they produce dramatic results.

Principle V – State your goals the SMART WAY.

The first step in successfully executing a goal is to state it properly. You know your goal is well stated when anyone who reads it knows exactly what you are trying to accomplish and in what time frame. The better a person states the goal, the easier it is to create the action plan. An acronym commonly used for stating a goal properly is SMART (Specific, Measurable, Attainable, Realistically high, and Time-based).

While these criteria seem simple, they are actually not easily achieved. If they were, everyone would be reaching a lot more of their goals. Very briefly, let us discuss what each of these criteria really means:

·          Specific – You say exactly what it is you want to do. Hazy goals are doomed to failure. For example, “We are going to establish a new training program for our supervisors by 10/1/XX.” You are not defining what you want to train them to do.

·          Measurable – The goal must be stated in a way that allows you to definitely know whether it has been achieved. In addition, you should ...

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Align Your Organization for SUCCESS

Successful organizations and leaders continually look for ways and areas to improve in order to create a competitive edge.  Competing in today’s ever-changing, increasingly global marketplace, challenges organizations to make the best use of their resources.  To meet this challenge, savvy leaders invest in developing the strategy, people and processes to most effectively meet their goals. 

Contrary to popular belief, organizations do not exist to make a profit.  Organizations exist to develop loyal customers by providing valuable solutions and positive experiences.  Money and profit is the reward for doing this well.  The organizations expending the least amount of resources to achieve their goals have a distinct advantage.  That advantage translates to increased revenues, customer loyalty and profit.  What do these successful organizations have in common?  Their leaders relentlessly pursue the maximum degree of organizational alignment.

What Is Organizational Alignment?

Your car wouldn’t get far if all the wheels pointed in different directions!  Yet that’s how many organizations operate—the wheels (resources including time, employees, activities, etc.) aren’t aligned, so the vision is an unattainable destination.  Experience shows that the interrelationships between processes and departments are key predictors of overall success. Alignment is when all ...

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Is the economy really in as bad of shape as the media is telling us?

Watch any news program or listen to any radio station and all you hear is how bad our economy is and that there is no relief in sight.

Is it really that bad? How do we know?

We would like to get your opinion!

Please take a couple of minutes to answer the following questions and e-mail them to us.

1.      Are the fears of an economic downturn due to the media?

2.      Have you changed your lifestyle to accommodate for these challenges?

3.      Is business down over last year and is it due to the economy or increased competition in your marketplace?

4.      Have you taken your money out of the bank due to fears of a financial crash?

5.      Do you think that our perceived slow economy is because it is an election year?

Please e-mail your answer to:[[E-mail Address:200]] Thank You! [[Company: 25]]

(This survey is set up to engage your readers)

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Leadership Lessons from the Ant

(Proverbs 6:6-8)

Do you want to make a difference?  Then pay attention to the metaphor of the ant.  It’s amazing that one of the smallest of God’s creatures can become one of His greatest teachers.  The lessons the ant teaches us can be summarized this way:

A-Attitude of Initiative
Ants don’t need a commander to tell them to get started.

N-Nature of Integrity
Ants work faithfully and need no outside accountability to keep them doing right.

T-Thirst for Industry
Ants work hard and will replace their anthill when it gets ruined.

S- ...

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Top 12  Qualities of True Business Professionals

Professionalism is a word embraced by many, but in all honesty demonstrated by far fewer individuals. Its Latin's origins come from the word profess which means, "to avow before." So the question is what are these individuals who believe themselves to be true professionals avowing before? Possibly the answer may be found within the word professional.

1. P = Positively proactive. Professionals demonstrate behaviors that are positive and proactive instead of negative and reactive.

2. R = Respect. Through this ethic and value of respect, professionals are known and trusted within and without their respective organizations.

3. O - Opportunities to help others. Those who avow before understand they have a responsibility to help others whether it is to grow self leadership skills or provide some expert advice.

4. F - Follow-up. No one ...

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The Faster YOU Grow, The Faster YOUR BUSINESS Will Grow

What do you want for your business during the next twelve to twenty-four months?  Increased Revenues…Greater Customer Retention…Better Margins????  Common objectives, but where do you start?  Savvy business owners develop highly effective strategy, people and processes.  The savviest also recognize the impact their own personal and professional achievement has on business results.

Why?  It’s been said that the only sustainable competitive advantage is the ability to learn faster than your competition.  It’s also true that the leader sets the tone for the team.  That means it’s critical to stay at the top of your game.  Successful leaders regularly take a high level look at their business.  A similar personal assessment is also good business practice. 

Think of it as a holistic approach to great results.  Evaluate, develop and balance organizational, professional, and personal capabilities to get the competitive edge you need.

Leading others and your business is only part of the picture.  As a leader, the most important person you lead is YOU.  Mastering SELF LEADERSHIP enables you to most effectively lead others.

How much of your personal wealth is tied up in your business?  If the answer is much, most or all, it’s even more critical to incorporate personal development into your strategy. YOU are the most critical ingredient in your personal and business success formula and you can’t afford to skimp on your own development.   

How to Begin—How do you become a better ...

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Providing Opportunities for Employee Engagement

Employees who have a passion for what they do are practically self-engaging.  In other words, they seek out reasons to stay engaged in their job and with the company.  But what about those employees who aren’t quite as passionate, for whatever reason?  The fact of the matter is that you can lead them down the road to engagement just by providing opportunities for them to do so.

Many times, employees don’t need a reason to become engaged.  What they really need is the chance to become engaged.  Below are five ways in which you can provide opportunities to do just that.

  • Recognize the accomplishments of employees and celebrate them—Both parts of this initiative are important.  By both recognizing and celebrating, you not only increase engagement and retention, you also build a greater sense of camaraderie among the members of your team.
  • Celebrate traditions within the organization—This is another ...

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Business Process Improvement For Better Results

Business Process Improvement (BPI) is a structure which allows companies to know the process to getting better and more efficient results to make money. This is a business dream to always know the best method to increase your bottom line. When a business wants to increase revenue, a business process improvement strategy is very important to research. There are many companies who have tried this in the past and have succeeded. The basic elements in the business process improvement plan are:

1. Understand your company’s business current process- This is what you need to know before even thinking to change or modify any business process improvement plan that has already been implemented. Knowing what the current situation of your business is right now is very important for the success of the plan. If you don’t have an idea of what they are, then your planning will not succeed. Always know this before by looking into your company’s archives. This could be achieved very easily if you know where to look.

2. Road map- Having a plan of action, or “road map” to ...

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Shared Leadership

If you look at the most successful teams in any sport, you will find a common bond within the team. Sometimes, it is called chemistry – as if just the right mix of chemicals has created a special new formula. Other times, it is postulated that there was strong leadership provided by key players and everyone else responded favorably to their lead or “charisma”.

I believe there is merit to the leadership issue – with one notable exception. If a team begins to heavily rely upon their selected or anointed leader – they become dependent upon the leader for their overall performance. While great leaders are necessary and very helpful to raising performance standards – true leadership for high performance teams is shared leadership.

Let me explain…when a team has “a” leader, the team becomes dependent upon the leader for their confidence and most importantly – their “will” to win! This is fine as long as the leader is focused, injury-free and having a good game. However, if the leader is ...

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The Cost of Keeping Non-Performers

You may be surprised on the amount of money that is wasted when you have non-performers in your business. With businesses feeling the economic crunch, it is important to be able to recognize those who are hard workers, and those who are only costing you money. There are many reasons why eliminating the non-performers in your business is a smart business move.

Here are some reasons why you should not keep the non-performers in your company:

1. They Cause Bad Customer Service- If you have a non-performer in your place of business, their attitude is going to show to your clientele. The non-performers won’t feel impelled to give good customer service and often don’t want to do anything to help the company. Your clientele doesn’t want to deal with someone who is not catering to their needs, especially when they are buying from you. As the business owner, you must address these issues before your clientele starts using your competitor(s).

2. They Cost You A Lot Of Money- When a non-performer is not doing his or her job, it is costing you money and productivity. Plus, you ...

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Six Keys to Unleashing Awesome Leadership

For many years we have been studying leadership, and it is the topic of development courses, books, workshops, keynote speeches, blogs, and so forth.  Are leaders born or made?  Who are our best examples of leadership?  Is good leadership different today than twenty years ago? Who was a better leader: Lincoln or Patton?

We read the Harvard Business Review, participate in social media on the topic, belong to Mastermind Groups, and participate in forums to the point where the term “leadership” has almost become weak from overuse. I recently received a complimentary copy of “The Leadership Secrets of Santa Claus”.  Come on, people, how far is this going to go?  How much longer will we exploit the topic of leadership while we change nothing in the places that really matter (Our governments, businesses, communities, and families)?

The fact remains that the more we study leadership, the fewer examples of great leadership we see.  Are we simply more aware because bad leadership has been exposed recently, or are our leadership skills getting worse?  Possibly both.

So, let’s take ...

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"Do You Need To Enhance Your Leadership Skills?"

Executive coaching is a powerful way to develop leadership skills and to help drive successful outcomes. Companies are investing in executive coaching opportunities at a rate of about $1 billion annually and growing at a rate of about 40% per year for one-on-one help for increased performance.

Executive coaching helps create awareness, improve performance, generate action, facilitate learning and growth, and helps develop sustainable attitudes, skills, and behaviors for positive results.

It is only effective when the executive realizes that a coach can help them “get where they want to go” and are open to change.

A good coach will help you prioritize your goals, achieve your goals, make better decisions, utilize your potential to its fullest, increase motivation, eliminate obstacles, improve morale, and enhance relationships.

Coaching should be ...

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Developing Trust Will Boost Morale

Trust is an essential part of good morale within any organization. If you don’t have trust within your company, chances are that your people are not as productive as they could be…. Or should be. Without trust often there is fear. Fear will hold your people back from trying new things, being innovative, and offering up ideas. Morale tends to be very low without trust and people may just do what is necessary to get by.

Good performance starts with honest, open communication, and trust among the entire staff. Everyone must feel that their opinion counts and that they are free to ask questions. Plus words and actions must be congruent. No hidden agendas. If you say one thing and do another, people will believe your actions not your words. Morale will take a dive and people will stop believing what you say.

As a manager, leader, owner, CEO, or president of a company building trust and boosting morale starts with you! Take these steps and start today.

Give your employees / staff the ...

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L171 / H183

Word Count: 616

Want To Move High Potentials Into Star-Performers?

You'll need something more than just a token effort when it comes to cultivating workers with the most potential to grow into corporate-level leadership roles. Leadership talent—otherwise known as high potentials—can actually be generated through the speed-to-market product methodology the same way competitive advantage is fostered. More to the point, this is one of the best methods out there to accelerate a high potential's growth into superstardom, so to speak. By effectively nurturing the competencies and leadership skills of these prospects, you'll be able to firmly tell which of them will eventually become the future leaders of your company.

You should be able to distinguish yourself from your competitors and extend your competitive advantage in the field by becoming the ideal organization when it comes to farming and cultivating potential talents.

To be true, the demand for these possible star performers is rapidly outgrowing the supply, so you must be prudent when handling this issue. Active focus on recognizing and developing these diamonds in the rough is certainly commendable, but very few businesses are able to accomplish this task in an effective manner.

Studies and Profiles of High Potential Development

The Corporate Leadership Council conducted a recent survey that revealed ...

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How To Successfully Fix The Hiring Process With Job Benchmarking

If you missed our previous articles "Job Benchmarking To Improve the Bottom Line,” and / or Using Job Benchmarking To Avoid Unnecessary Costs please contact us.

Sometimes the hiring process can be very tricky.  The things that we look for when we’re hiring somebody are not necessarily the things that are going to make them successful in a particular role.  When you consider what a hiring individual will look at and how they will react to a candidate you can see how mistakes might happen in the hiring process.

You've probably heard the expression that first impressions are important.  This is very true and there are differing opinions about how long it takes for one individual to assess another person.  The general consensus is that it does not take very long for one person to decide whether or not they like another person.  It's easy to see how this can influence people to make hasty decisions about hiring somebody for a job.

The reasons that one person hiring another might have bias can come from a number of different sources.  It can come down to the color of the clothes that the person being interviewed is wearing.  The interviewer might not do this consciously, as if they don't like the color of a blouse or a tie the candidate is wearing they might be judging them adversely without even knowing it.

There can be positive bias as well.  Sometimes a more ...

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L173

Word Count: 593

“Proven Techniques To Help You Develop Leadership Skills - Guaranteed!”

As leaders of businesses, it is often hard to keep up with the times and mold yourself into a great leader.  Many people look to people who are great leaders like; Bill Gates and Steve Jobs for inspiration. They study these people to see what they have done to make their businesses into international superstars. There are many leaders to pull from for inspiration. Finding the right niche to help you advance is an important factor to focus on. When you have the right motivation and niche to help you, you are ready to begin the process of becoming a great leader. It is going to be a long road full of difficulties and stress, but like so many leaders have discovered, it will be worth your time and investment. Here are a few suggestions to help you develop yourself into a great leader:

1. Look to the past- Whether this is through mentors such as Roosevelt, Truman, Gates, or Jobs, focusing information from great leaders of the past and the traits they carried is a way of developing great leadership traits of your own. Leaders in the past have had experiences that will help you to not repeat their mistakes and benefit from their successes. Granted, you are not running a country, but you are running something that is your livelihood. You can gain experiences when you listen to their counsel, identify the traits that are successful, and mimic their strategies.

2. Train like ...

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L174 / H189

Word Count: 430

How to Develop Top Talent Within Your Company

Most would agree that any organization is only as good as its employees. Creating a high performance company filled with talented workers has been the Nirvana that most CEO’s and other company leaders dream of.  This is not easy to achieve by any means, and tends to be an ongoing aspiration. Voltaire said, “Grow your own gardens,” and he was right. It is up to company executives to learn to recognize and foster those talented individuals with potential for development within an organization.

Three things that can boost talent and lead to the highest performance are:

o           Hiring strong and agile leaders who can easily adapt to change

o           Building strong employ engagement so that workers become committed to delivering on strategic goals

o           Make collaboration work for your company

In order to give talent a real chance within your organization, it is important to be on the constant lookout for ...

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L175

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Leadership Traits and Development of Your Best People

When hiring the talented performers that will set your company apart from competitors, it is important to look for certain leadership traits that can be developed in ways that can strengthen your organization and make it a force to be reckoned with.  (Seek potential leaders who share your same goals for company development and mesh with your organization.) Choose those that will become admired leaders that the rest of your employees can look up to.

To begin, think of the etymology of the word, “leader”.  A leader is one who inspires or guides others, so begin your search with this thought in mind. It is not complicated. The leaders shine. They have the potential to influence the path your organization takes down the road to success. Their personnel files are the first places to look for evidence of real leadership qualities.

Learn to position leaders within the ...

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L176-The Spirit Of Leadership

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The Spirit Of Leadership.

Do you have it…? How do you know?

You quite possibly have the competitive advantage within your people / staff to drive your company to the next level. Leadership and the spirit of leadership may exist within your company, but how do you take advantage of and / or inspire your people to recognize, utilize, learn, and develop into incredible leaders?

It starts with you! If you are not a great leader it is hard to inspire leadership within others. If you are a great leader… what is it that makes you the leader that everyone wants to follow?

If you think about the traits of a great leader, you will quickly notice that all (or most) of the traits are learned and developed.

Leadership characteristics like:

Being a good communicator, creativity, sincerity, leading by example, good decision making skills, listens to others objectively, being open minded, having a positive attitude, hiring the right people, providing direction, focus, commitment, and determination are all skills, traits, & characteristics that can be developed.

There are other characteristics that are ...

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L177-Exceptional Leaders Don't Hunker Down

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Exceptional Leaders Don't Hunker Down

When times are tough, there is a temptation to hide out in order to avoid the shame of things not going well. Ego can be tied to one's job responsibility and most of us don't do shame well.  Hiding might mean focusing on just the numbers and internal dynamics that must be managed during financial difficulties. One's head is down and concentrating with a short term focus.

Exceptional leaders know that they must expand their horizon and engage all stakeholders in tough times. Connecting stakeholders to the longer term vision of new possibilities inspires them to support tough decisions and critical goals.

This means having constructive conversations with vendors when payables are extended; keeping employees abreast of the truth of the situation; managing the relationship with customers and attaining new customers, as well as regularly communicating and negotiating with bankers and equity shareholders.

When this is done and everyone is ...

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L178-Developing Your Leadership Bench

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Developing Your Leadership Bench
 

Change is inevitable.... With the influx of baby boomers retiring, business growth, outsourcing, resizing, downsizing, etc.... you always have a need for exceptional leaders. You know the leaders that can take your company to higher levels. One of the greatest traits of an excellent leader is in how well they develop others. Focusing on hiring, training, and developing the future leaders of a company they will ensure successful growth. This will prepare the company for any transition that may arise.

Successful leaders make sure their 'bench' is strong and ready. They plan by focusing on the details, ...

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L179

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EXCEPTIONAL LEADERS...
Align Their Body With Their Intentions

The way you carry yourself has an impact on how you are perceived by others. Your "bearing" can convey confidence, poise, decisiveness and openness. It can also convey arrogance, aloofness, indecisiveness and powerlessness.

Your posture also can have a significant impact on your internal state. Are you ambitious, full of energy, or are you listless and resigned? How you carry your body will influence your moods and what you can achieve. Concave chest, stooped shoulders, slow movements, and shallow breathing can lead to disempowered states, while erectness, deep breathing, sureness of movement can be empowering.

When you shift how you hold your body, new behaviors become possible.

Thought Provoker

* Do you ...

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L180

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EXCEPTIONAL LEADERS... Are Outrageously Positive

Research has shown that being positive and reacting positively yields better results in every aspect.

Exceptional Leaders know that being positive pays big dividends. Moods are contagious.

Some leaders default to what’s wrong. Their first response to new ideas is “no”. They sort for the negatives, i.e. what’s wrong, what’s flawed, what’s missing and what won’t work. This approach has some value; however, it is valuable only after the positives have been mined, and in the context of consciously playing the devil’s advocate.

In looking for what is right, what could work and what is working, the Exceptional Leader balances out the negative and critical approaches. The ratio should be 5 or 6 times positive for one negative.

Thought Provoker

How do ...

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B226

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Teaching Employees How to Deal with Emotions in the Workplace

Good or bad and whether we like it or not, emotions are abundant in the workplace. There has always been some question as to why employees behave a certain way while at work and now there is an explanation. Emotion and mood greatly affect how one behaves. Recently, it has come to light how important it is know and understand the distinction among the two. Why? As an employer, your bottom line is to run a successful business and make a profit. Learning how to recognize and deflate an emotionally saturated situation will only benefit your bottom line.

Emotions are classified as being temporary and often intense by nature encompassing a full spectrum of feelings ranging from fear, anxiety, sadness and happiness. Often, the first three on the spectrum lead to feelings of anger. Anger leads to poor workplace behavior which is often experienced on different levels by males and females.

It is important to understand what constitutes emotions in order to construct a course of action, turning bad behavior into good.

On the contrary, moods tend to last for shorter periods of time and their origins are not quite as well known. Some wake in a disdainful or cheerful mood, carrying it to work with them. There is a correlation between ...

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EXCEPTIONAL LEADERS... Are Open to New Ideas

Exceptional Leaders know that their reaction to new ideas will either encourage or discourage innovation and creativity.

Some leaders respond to new ideas in ways that turn off others. They become negative when new ideas are presented. “It won't work.” “We tried that before.” Or they instantly come up with other ideas that shut down the presenter. Worse yet, they may take credit for new ideas when they initially responded negatively.

Exceptional Leaders respond to new ideas in ways that support others’ innovation and creativity. A good example is the President of HEB Grocery who did not think that the Central Market concept would work, but allowed them to go ahead and open a pilot store.

He found out that he was wrong. Central Market has become very successful.

When leaders discourage innovation and creativity, people tend to ...

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L182

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EXCEPTIONAL LEADERS... Keep Their Key Employees

Exceptional Leaders know that losing critical employees can be a significant blow to an organization. And in today's robust economy, companies are more vulnerable to turnover.

Ambitious people need to feel that they are valued. They need to be challenged, appreciated, rewarded and respected. Exceptional Leaders ensure that these needs are met.

Most resignations come from dissatisfaction with the boss, the culture, the job, career progress, or, on occasion, inequitable compensation.

Exceptional leaders are continually alert to sources of satisfaction and dissatisfaction among their employees. They take ...

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B229-1011-Visible Personal Accountability is Critical to the Creation of Business Success

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Visible Personal Accountability is Critical to the Creation of Business Success

In today’s business world, being a personally accountable organization is more valuable than ever before. The average consumer has his hands full just trying to pay the mortgage. Often, consumers complain that they have no confidence in the government, in banking, or in big business because these industries lack personal accountability. Where personal accountability is maximized, consumer confidence is increased. This increase in consumer confidence leads to the result every business is seeking to obtain; a healthy profit. Show a person that a business takes responsibility for its actions and decisions, and that person begins to trust.

Locate the Personal Accountability in Your Business

In any business, the people working on the bottom level tend to have the most visible accountability system. This is standard practice because the newest employees often need the most oversight. Moving up in the chain of command, that visible system of accountability seems to disappear. This lack of visible accountability is the reason that mistakes go unnoticed until a corporate catastrophe occurs. Looking at those at the very top of their business, it is easy to see that success can be measured in personal accountability.

The fear of ...

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L183-1011-Do You Have What it Takes to Manage a Crisis?

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Do You Have What it Takes to Manage a Crisis?

Personal Accountability in the Workplace

Everyone needs it, but not everyone has it. It’s referred to as personal accountability and it’s the foundation for building the necessary skills it takes to be accountable for one’s own actions. This is not always an easy task, but it is one prized by many companies and employers. Those with a strong sense of personal accountability are responsible, focused on producing results, and make immense contributions to the company.

You may be wondering how personal accountability has any bearing on managing a crisis in the workplace. Who would you rather have leading your team through a crisis situation? Someone who is quick to transfer blame to others or someone who is willing to stand up, take charge and is not afraid to hold themselves accountable if their plan of action goes awry?

When a crisis occurs in the workplace it means there is an overwhelming and urgent need that must be met. A leader with personal accountability not only possesses the ability to recognize the need but also the qualities and knowledge needed to nullify the situation.

Leadership Turnaround Qualities

When it comes to business turnaround strategies, the optimal...

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L184-1011-Exceptional leaders foster employee engagement

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EXCEPTIONAL LEADERS... Foster Employee Engagement

An engaged employee is someone who is motivated, finds personal worth in their work and is committed to the accomplishment of goals. They consider their contribution to the organization as essential to achieving organizational goals. Exceptional Leaders know that effective leadership is the key to developing and maintaining employee engagement.

Typically 50% of employees are engaged, 30% not engaged and 20% disengaged. Research and common sense say that companies with more employees who are engaged are more successful, have higher productivity, have better customer relations, and have more positive organizational culture.

Thought Provoker

* Are your employees enthusiastic about what they do, or are they resigned, going through the motions, or acting powerless?

* Do your employees have ...

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L185-1111-EXCEPTIONAL LEADERS... Invite the Truth

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EXCEPTIONAL LEADERS... Invite the Truth

To be effective, leaders must know what is really going on within their organization.

Inherent in the nature of organizations and individuals is a tendency toward fear. This fear causes employees to not communicate bad news, lest they be held responsible.

Some leaders’ negative reactions to bad news can cause employees to either soft pedal the truth or simply not communicate it. This causes “CEO’s disease,” the condition of being blind to what is really going on—a sure path to failure as a leader.

Some leaders invite the truth and react to communications in a way that drives out the natural fear that exists in most organizations. They create strategies and develop competencies that create a culture of trust.

They know what is going on, both the good news and the bad news, and can therefore respond appropriately in terms of the needs of the business.

Thought Provoker

* Are you getting the truth?

* Are you aware of the natural ...

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L186-1111-What Are The Challenges To Managing Top Talent?
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What Are The Challenges To Managing Top Talent?

As we close out this year and begin the next, the economy has left us wondering what the future will hold for our business, leaders, & strategies. Despite the perception that the global economy woes would increase the talent supply, it still remains a leading challenge facing all corporations globally. As a matter of fact, attracting, developing, & maintaining top talent is a vital issue facing companies of all sizes globally.

Talent is no doubt critical to business success. Every organization aims to grow its talent in addition to widening the knowledge base of its employees. However, with increased competition and every organization racing to secure the best talent, management of this talent is likely to become even more challenging this year.

Top talent management challenges / trends include:

1.      Outsourcing

2.      Development ....

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L187-1111-Exceptional Leaders Don't Rest On Their Laurels

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Exceptional Leaders... Don't Rest On Their Laurels

In today's fast past business world, the expression "what have you done for me lately?" is even more of an imperative. Leaders have high expectations of employees and organizations have high expectations of leaders.

It is fine to take pride in past accomplishments. This does not mean however, that it is a reason for current entitlement. Leaders must produce in the present and focus on the future, not past glories.

Even in retirement, high profile executives, such as Lee Iacocca and Jack Welsh, are still in the game of writing best selling books and consulting rather than focusing on the past.

Thought Provoker

    * To what degree do you focus on past glories?

    * Is there anyone ...

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L188-0212

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Exceptional Leaders... Declare the Future

Our Founding Fathers “declared” our independence. Exceptional Leaders know that to create a desired future, they must declare it. This then creates the space, energy and enthusiasm for them and for others to make it a reality.

Bill Gates's declaration was ‘a computer on every desk running Microsoft software.” This is now realized, and Microsoft is struggling to find the next declaration that will propel them into the future.

Google’s mission “is to organize the world’s information and make it universally accessible and useful.” This declaration certainly seems to be working for them.

Making declarations, even with a shorter term perspective, can be powerful. Examples are: “we will increase sales by 20% this next year” and “we will launch this product by March 1st.”

Thought Provoker

    * What future ...

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L189-0212

Word Count: 250

Exceptional Leaders... Understand Cultures

By seeing the big picture, Exceptional Leaders learn to understand the cultures of the groups with whom they are dealing. In our four quadrant model, the collective interior subjective (lower left quadrant) should be taken into consideration in all decisions and evaluations.

Executives who just focus on the transactional commercial aspects of the business (lower right quadrant) can be blindsided by the important dynamics of culture. You see many examples of this when large change initiatives are not successful, such as a merger. If one only looks at the commercial aspects and ignores the cultural dynamics such as shared beliefs among employees or customers (“this is what our customers want”) and values (“this is what is really important to us”), significant resistance can emerge, resistance which could prove fatal to a successful outcome.

Thought Provoker

*    What are the core beliefs and values of the organizational culture in which you find yourself?

*    Do you really know how ...

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L190-0312-Exceptional Leaders Are Socially Aware

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Exceptional Leaders…Are Socially Aware

Exceptional Leaders listen intently and pick up empathetically on the un-spoken and intuitive clues from others. They grasp the other person's perspective and emotions. This allows for more effective communications and connections with others.

Sometimes we don't pick up cues, such as when to end a conversation. The other person can be giving all kinds of non-verbal cues that they want to complete the conversation and yet we keep on talking. We either misjudge or are unaware of the other person's internal state.

Getting a sense of what is going on with another person, generally, and in one-on-one, communication is a foundational skill for influencing others. Sensing how others are feeling is an aspect of being emotionally intelligent.

Sometimes in order to validate what is going on with another person, and not simply mind read, we need to ask them. We can then fashion our communication in a way that will be effective.

Thought Provoker

* Do you have an ...

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M162-32912-Become a Great Manager-Leader Today

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Become a Great Manager / Leader Today

Becoming a great manager or leader does not just happen overnight.  It takes ongoing effort and inspiration to manage others well.  Earning respect and motivating your staff requires a fresh perspective every day while at the same time being consistent.

Always be willing to learn and improve yourself.  A great manager sets the example for everyone.  Staff notices when you strive for higher knowledge and greater achievements.  They observe your attitude and emulate it to become better themselves.

Managers often want their staff to take on challenges but may be reluctant to take them on themselves.  Rise to the occasion and accept assignments that are more challenging.  Continue to reach for higher goals.  Work hard to move up the ranks of any business enterprise.

Top managers also realize there is no room for fear when it comes to success.  Embrace ...

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L191-32912-Exceptional Leaders Are Willing to Make Tough Decisions

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Exceptional Leaders… Are Willing to Make Tough Decisions

It can be difficult to know the right time to make a decision—but at the same time, not making a decision is in fact a decision.

Many times the most difficult decisions are not about money, but are about people. For instance, it can be particularly difficult to terminate or transfer an employee due concern that we are doing others harm or that we may be second-guessed by other authorities.

It can be tough making decisions that negatively affect others, contain a high level of risk, or reverse previous decisions.

Exceptional Leaders have the courage to make the decisions necessary to move their organizations forward.

Thought Provoker

  • Are there ...

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L192-51612-Exceptional Leaders Think Strategically

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Exceptional Leaders… Think Strategically

An Exceptional Leader knows that it takes more than operational effectiveness to succeed in a changing business environment.

Leaders need to see the current whole picture. Their thinking needs to be broad, taking into consideration more than just their areas of day-to-day focus, realizing that all aspects of the business are interdependent and interconnected.

They then need to chart a multifaceted roadmap and make the changes needed to achieve that desired future state.

Thought Provoker

* Are you stuck in ...

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L193-72412-Exceptional Leaders Are Demanding

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Exceptional Leaders... Are Demanding

Exceptional Leaders challenge and stretch their people, and they do it all the time.

Being demanding does not mean being autocratic. It means expecting and communicating the requirements needed for the best work and giving constructive feedback to others when the best is not delivered. This is a common approach for exceptional coaches and teachers as well.

If a leader is satisfied with less, performance ratchets downward toward mediocrity.

Thought Provoker

* How does your performance ...

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L194-90112-Leaders Know Their Strengths and Weaknesses

Word Count: 398

Leaders Know Their Strengths and Weaknesses

 

The best leaders are intimately familiar with their own strong points and weak areas. By being honest with themselves, they are able to lead effectively, as well as recognize the strengths and weaknesses in others.

 

Great leaders already know perfection is an unattainable goal. Rather than attempting to achieve perfection, always do your best. Strive every day to reach new heights and take on greater challenges. This sets a positive example for your team members.

 

Frazzled leaders unsuccessfully attempt to do everything themselves, wrongly believing they are the only ones who can do it. It is more productive to build an effective team. When you take time to teach staff members and work with them, you reap long-term rewards. Confidently designate tasks to your team while you tackle new issues and ideas.

 

By knowing ...

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L195-10112-Great Leaders are Personally Productive

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Great Leaders are Personally Productive

The best leaders are always seeking ways to be personally productive. They constantly reach toward higher goals and take on meaningful challenges. Great leaders become an example to their staff by always moving forward.

 

Exceptional leaders are constantly reassessing their own performance. They analyze their productivity and find ways to boost it. Leaders also look to outside resources to gain knowledge and skills. They take classes, attend seminars, engage in online workshops and read about their field.

 

To be an effective leader, you must be efficient in your own work. If you are disorganized, late, and harried, your team members notice. They feel it is acceptable to be behind in their own responsibilities. Strive to meet deadlines and always do your best.

Time means money and needs to be used effectively. Once you lose time, you cannot get it back. Prepare an agenda or checklist and stick to it. If something inevitable ...
 

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L196-121212-Five Emotionally Driven Leadership Styles

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Five Emotionally Driven Leadership Styles
 

Want to know an individual's predominate leadership style before you promote them? Want to change your leadership style? Learning how to tie leadership style to emotional traits or skills is extremely helpful.

 

As the world was just becoming aware and somewhat comfortable with Emotional Intelligence, researchers developed several different tools to measure it and learn more about the skill. That was in the mid 1990's, since that time there have been a number of tools, some good and some not so good, introduced. As a result, many are confused and uncertain of the steps necessary to transform this information into improved results and greater profits.

Research results continue to "pile-up", establishing the value of EI to the leadership process and project success. It is universally recognized that leaders with higher EI skills get better results than those less skilled in the emotional area. Learning to use these findings to aid organizations in employee selection and leadership development has been a challenge.

 

Many organizations are aware of the value of emotional intelligence to a leader's success, but uncertain about how to ...

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L197-121212-Leadership Development: How to Develop Yourself into a Great Leader

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Leadership Development: How to Develop Yourself into a Great Leader

As leaders of businesses, it is often hard to keep up with the times and mold yourself into a great leader.  Many people look on to people who are great leaders like: Bill Gates, Warren Buffett, and the late Steve Jobs to get inspiration. They mentor these people to see what they have done to make their businesses into international superstars. There are many leaders to pull on for inspiration. Finding the right niche to help you advance is an important factor to focus on. When you have the right motivation and niche to help you, you are ready to begin the process of becoming a great leader. It is going to be a long road full of difficulties and stress, but like so many leaders, it will be worth your time to invest. Here are a few suggestions to help you develop yourself into a great leader:

 

1. Look to the past - Whether this is through mentors such as Roosevelt or Truman, focusing information from great leaders of the past and the traits they carried is a way of developing great leadership traits of your own. Leaders in the past have had experiences that will help you learn from their mistakes. Granted, you are not running a country, but you are running something that is your livelihood. You can gain experiences when you listen to their counsel and utilize their strategies.

2. Train like the rest - A great leader is also a great follower. By ...

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B241-122712-Could Misalignment Exist In Your Company?

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Could Misalignment Exist In Your Company?

 

Alignment is the delicate balance between an organizations' people, processes, resources, and departments.  It is a matter of aligning your vision with people, strategy, structure, and processes with a focus on the customer and a foundation of core values.  Because they are interdependent, they must be aligned for success. Misalignment is when one or more of these components are not working towards the same goals or strategy. The longer the misalignment goes on the more destructive it can be. Sales, profits, turnover, & additional waste are just some of the outcomes from any one part being misaligned.

 

Often, misalignment slowly creeps into an organization under the radar. When left unattended it starts to undermine the success & outcomes of a company and its people. There are numerous reasons for this to happen but it cannot be left out of sync.

 

If misalignment did exist within your company, would it have a negative impact on the accomplishment of your overall strategy and goals? The answer is most likely YES!

 

Look at these questions to see if misalignment may exist in your company:

·       Are employees recognized for accomplishing the goal?
Yes____ No____ Sometimes____ Don’t know____

 

·       Has growth stalled?
Yes____ No____ Sometimes____ Don’t know____

 

·       Does the ...

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L198-031413-Are You A Resilient Leader?

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Are You A Resilient Leader?

 

The pace that you set as a leader and the performance standards you demonstrate are key to driving excellence within your organization, especially when you are leading a new company. An astounding 80 percent of all new businesses fail in the first five years, and after that only 20 percent of the remaining businesses will thrive. Being one of the few prosperous new businesses requires resilience among its leadership: the ability to quickly recover from adversity, whatever it may be. Of course, this doesn’t imply that you are unaffected by challenges, but it may mean that those challenges have less impact on your tasks at hand.

 

Are people born with resilience? No. Resilience is something that is developed over time by practicing healthy responses to challenging circumstances.

You develop resilience by choosing to navigate toward resources that sustain your well being, and when you can thrive and achieve a positive outcome for your team despite adverse conditions, you’ve developed resilience in your role as a leader. 

 

How do you know if you’ve ...

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L199-031413-Emotional Intelligence & Leadership

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Emotional Intelligence & Leadership

Emotional intelligence (EI) is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. It can be divided into ability EI and trait EI. Ability EI is usually measured using maximum performance tests and has stronger relationships with traditional intelligence, whereas trait EI is usually measured using self-report questionnaires and has stronger relationships with personality.

(Wikipedia)

 

Emotional Quotient (EQ) measures our Emotional Intelligence and is independent of (IQ) Intelligence Quotient. IQ measures the level of our intelligence and is responsible for 10-25% of our performance success.

 

IQ does not change much, but EQ skills can be learned. 90% of the difference between average and superior performers is EQ.

 

Emotional Intelligence Leadership is the ability to recognize, understand, and use the power of emotions to facilitate high levels of collaboration and productivity. It is the foundational competency every leader needs to grow. Emotional intelligence, in essence, is the ability to effectively manage emotions.

 

EQ and Leadership The single most important element in group intelligence is not the average, or even the highest IQ, but emotional intelligence.

Executive EQ ...

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L200-050313-Achieving Emotional Intelligence

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Achieving Emotional Intelligence

Considering that high performance and good decision making are the ultimate outcomes, how are they attained? There is no doubt that general intelligence and technical skills contribute to high performance. However, to truly succeed consistently, one must also possess a high level of Emotional Intelligence (EQ). EQ is the process of recognizing, managing, and appropriately leveraging emotions within yourself and with others. The value of emotional intelligence increases dramatically with job complexity. Research has shown that those with high EQ are 127 times more productive than those with low EQ. Through his research, Goleman has concluded that the key differentiator between star and average performers is EQ.

Emotional Intelligence is ....

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L201-061413-Developing The Next Generation Of Leaders

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Developing The Next Generation Of Leaders

 

One of the most important roles of senior executives is to develop the company’s future leadership. The groups of leaders that can help take the company to the next level.

 

Even with the uncertain economy, there is a surge of “baby boomers” retiring (8,000 per day) and it is resulting in a shortage of leaders. This shortage of leadership comes at a time of rapid change. With globalization, the volatile economy, technology changes, and the increased demands of stakeholders, leadership is vital to not only succeed but also, in some cases, just to survive.

 

Most often it is less expensive to reach within the company’s workforce for this future leadership than it is to hire from the outside. Developing the leadership skills necessary for leading your company into the future needs to be a part of the company culture.

In house ongoing training programs to develop these skills for your high potential employees should include; assessments, communication training, leadership skills development programs, mentoring, management training, coaching, and goal setting.

 

Assessments: Use assessments and profiles to identify behaviors, motivators, competencies, emotional intelligences, and acumen. Once identified via assessments, we can better understand the how, why, will, and potential of your employees. Assessments are great tools for selection, retention, development, and putting people in the correct positions within your company.

 

Communication training: Open communication helps create trust and allows ...

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L202-061413-Your Brain Under Stress

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Your Brain Under Stress

 

In our previous months newsletters we have talked about emotional intelligence and how important it is for leaders to understand and apply the power of EQ. While essential for survival, the ability to react quickly on emotion alone doesn’t necessarily serve us well when it comes to making decisions in our personal and professional lives.

 

Successful leaders have the ability to effectively manage emotions and emotional triggers. 90% of the difference between average and superior performance is EQ. Do not overlook the importance of EQ. If we are not aware of our emotions and how they impact others, the other emotional intelligence skills become more difficult to demonstrate. If we are unaware of our emotions, it’s virtually impossible to regulate them.

 

 Love – A profoundly tender, passionate affection.

 

Joy – Great delight, keen pleasure or happiness.

 

Sadness – Sorrowful or mournful unhappiness.

 

Hate – Intense dislike, extreme aversion or hostility.

 

Anger – A strong feeling of ....

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L203-091913-How to go from Good to Great

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How to go from Good to Great!
High Potential Leadership…

 

There are good leaders today in many companies, but seemingly, there are very few great leaders. Great leaders attach themselves to a purpose and take others on the voyage with them. They don’t hide or  “throw” people under the bus. They inspire others to great heights, are proactive, persistent, have empathy, good judgment, initiative, and drive. They are able to respond effectively to the circumstances presented to them.

 

When you think about great leaders some people quickly come to mind; Steve Jobs, Ronald Reagan, Pope John Paul, Mahatma Gandhi, George Washington, Fred Smith, Abraham Lincoln, Ray Kroc, Winston Churchill, Sam Walton, Nelson Mandela, Jack Welch, Franklin Delano Roosevelt, Queen Elizabeth I, Henry Ford, Albert Einstein, Bill Gates,

Thomas Edison, Margaret Thatcher, Walt Disney, & Richard Branson. (In no particular order)

 

Great leaders are the ones that change the world, an industry, the community, the company. They have some common attributes that help take them to the next level.

 

 Here are some key attributes that great leaders possess: ...

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L204-111913-Where are all of the high potential leaders going

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Where are all of the high potential leaders going?

 

A Forbes article by Korn/Ferry states that over 50% of C-Level executives will retire in the next 5 years. This exodus of leaders will cause a major shortage in talent. Now, more than ever, companies must focus on the importance of growing leadership & talent at all levels of the company. Not just C-Level talent.

 

So how do you fill your organization up with high potential leadership?

 

In a previous article: How to go from good to great! High Potential Leadership, we discussed some key attributes that great leaders possess. (If you missed this article, please contact us and we will send it right away)

 

In this article, we will discuss some “best practices” in the development of your high potential employees.

 

Please note that leadership development is demanding and challenging. Hence why we are having a shortage. If it were easy, we would not have a shortage.

 

Here are some areas to address to ensure your company has the “HiPo” leadership for the future.

 

1) Develop leaders at all levels of the company – not just the C-Level. Start

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L205-122013-What happens when YOU or your High Potential Leader makes a mistake

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What happens when YOU or your High Potential Leader makes a mistake?

 

What should you do?

 

Just because you are a leader or in a leadership position does not exempt you from making mistakes. Mistakes are made all the time. They are just amplified in a leadership position because everyone is watching. What should you do if you have made a mistake or bad decision?

 

Do not continue to implement a failing strategy – Once you realize that the decision or strategy is not working, take corrective actions. Often leaders do not want a public defeat and will continue to push it forward and hope it works. That only makes it a bigger issue.

 

Admit the mistake & apologize – we all know this is tough to do especially when you are in a leadership role. However, ...

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L206-122013-Exceptional Leaders Are Transparent

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Exceptional Leaders... Are Transparent

 

Leaders who are transparent live their values. Those with whom they work see an authentic openness about their beliefs, their feelings, and most importantly, their actions. This transparency allows for integrity and building trust.

 

Exceptional Leaders are willing to let themselves and others be human. What you see is what you get. They don’t have to be perfect.

 

Their actions and the reasons behind the actions are obvious and known to everyone. There are no hidden agendas or elephants in the room.

 

Authenticity is attractive and can ...

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L207-021714-Exceptional Leaders Celebrate Successes

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Exceptional Leaders Celebrate Successes

 

Highly ambitious and energized leaders can overlook the need for others to celebrate and acknowledge success. Everyone has exhausted themselves to get to the top of the mountain and the leader instantly points to the next mountain to climb. This can be de-motivating, causing employees to be less than enthusiastic about working on the next big thing.

 

Celebrating means doing something special, either with an individual or with a group. It means taking the time away from the task of doing in order to acknowledge the success publicly. This could be a simple lunch or a huge party.

 

Exceptional Leaders know that to keep others consistently motivated, they must take the time to celebrate.

 

Thought Provokers

 

What have the people in your organization ...

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H207-041014-How to Avoid The Costs Of A Bad Hire

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How to Avoid The Costs Of A Bad Hire

Businesses have very little room these days to make the mistake of hiring on an individual that is not qualified to do the job at hand. Those that are responsible for the hiring process along with the CEO and Vice President of the company, should make hiring good personnel a high priority. With so much at stake, your business cannot afford the luxury of a bad hire.

 

Costs:

 

When a person has been hired on to work for your company that does not possess the adequate skills or have the ability to perform at the expected levels, you are hindering the success of the company. Bad hires mean wasted training hours, undesired client satisfaction, low productivity, and overall upheaval of the way the business can function. If an employee is not working out for the good of the team or business, it is better to find a replacement than to continue investing in the person who is not fitting in.

 

Avoid:

 

Before hiring on an employee, it is best to ...

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L208-041014-Exceptional Leaders Build Trust

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Exceptional Leaders Build Trust

 

Trust is a fundamental immediate to successful leadership and successful organizations. Exceptional Leaders build trust and if trust breaks down, they rebuild it.

 

Trust has four key elements. Analyzing these elements can uncover how trust is build and rebuilt. You are going to trust someone if you perceive them to be:

 

*  Truthful - The words that come out of their mouth are aligned with what they are thinking and what they know to be the truth. They are sincere.

 

*  Caring - If we perceive that someone does not care, it is unlikely that we will trust them. Politicians know this.

 

*  Reliable -They do what they say they ...

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L209-401014-Exceptional Leaders Do Not Tolerate Communication Triangles

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Exceptional Leaders Do Not Tolerate Communication Triangles

 

A communications triangle occurs when one person complains or gossips to a second person about a third person. Exceptional Leaders understand the cultural damage that results when ‘triangulating’ is allowed to exist.

 

They know that it is unacceptable to get something off your chest by complaining to one person about another person. Communication triangles can pollute the culture of an organization with unresolved complaints and gossip. It is a symptom of powerlessness and serves no useful purpose.

 

The solution is to create a culture where employees are encouraged to openly and constructively confront one another when issues arise. Exceptional Leaders ...

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L210-060614-Effective Leaders Develop Future Leaders

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Effective Leaders Develop Future Leaders

 One of the primary characteristics of true leadership is the ability to be confident in one’s abilities.  The most highly effective leaders take the time to recruit and develop top talent so that these individuals in their employment will succeed and reach new heights of professional achievement.  This will only reflect positively on the mentor as well, and free the supervising manager to pursue other more difficult challenges which will benefit the organization as a whole. 

 

The experienced mentor will often ...

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L211-060614-Challenges Facing Business Leaders

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A Look at Some of the Challenges Facing Business Leaders

Leadership is a skill that is a challenge to learn and difficult to master.  Not only are there the complexities inherent in organizing projects, but also the human component of managing employees effectively.  Often times, these challenges are compounded with having to do more with less, dealing with continual cost cutting, and being spread too thin.

 

Dealing with these challenges successfully is central to running a good business and being an effective business leader.  Let’s take a closer look at some of the challenges facing business leaders, to see what problems may develop during work, and what can be done about them.

 

1.  Figuring Out How to Manage More With Less

One of the biggest problems facing business leaders is having to manage more with less.

This means having to operate without necessary personnel, resources, or time.  Often times, this will result in decreased morale among workers, as well as additional strain and anxiety for you.

 

Effectively dealing with this problem requires ...

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L212-060614-Exceptional Leaders Masterfully Manage Change

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Exceptional Leaders Masterfully Manage Change

 

Leaders initiate change in order to meet current and future demands of the organization. Exceptional Leaders know that how they manage change can influence the bottom line, either negatively or positively. They know that whenever an important change occurs, a natural human emotional and psychological process occurs. This includes:

 

    Denial and disbelief

    Resistance

    Exploration

    Recommitment

 

The leader’s role is to help others accelerate through the change process and to positively impact organizational performance. When others are in denial and disbelief, leaders communicate masterfully and repeatedly.

 

Resistance can be grounded in fear. Others say it won’t work. They stall out. There are ...

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L213-090414-How can managers cultivate the self-knowledge necessary to be good leaders How can managers cultivate the self-knowledge necessary to be good leaders?

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How can managers cultivate the self-knowledge necessary to be good leaders?

 

When you think about qualities of a great leader, self-awareness is likely not at the top of the list of priorities. However, this is a very necessary part of being a good leader and having the ability to steer your team in the right direction. Without this understanding, you will not be as effective of a leader.

 

What is Self-Awareness:

 

Being self-aware is understanding your emotions toward situations you encounter. You are able to identify your passions, abilities, and characteristics. In a sense, self-awareness is truly understanding who you are and what causes you to respond the way you do in different environments and around other people. This is foundational in your ability to relate to others and grow a deeper understanding of the people around you. If you are going to address your weaknesses and become a stronger individual, you must understand why you behave the way you do.

 

Why is Learning to be Self-Aware Vital to be a Good Leader:

 

Maybe you ...

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L214-090414-Exceptional Leaders Are Persistent

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Exceptional Leaders Are Persistent

 

Difficult and challenging endeavors require persistence. Exceptional Leaders know that persistence is the twin sister of excellence. Excellence is a matter of quality; persistence is a matter of time.

 

Calvin Coolidge said, “Nothing in this world can take the place of persistence. Talent will not; nothing is more common than unsuccessful people with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Persistence and determination alone are omnipotent. The slogan ‘press on’ has solved and always will solve the problems of the human race.”

 

So when the ...

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L215-011915-Exceptional Leaders Cultivate Potential Leaders

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Exceptional Leaders Cultivate Potential Leaders

 

A number of men and women in middle management are increasingly reluctant to take the next step up in their careers because the corporate ladder is not as appealing as it used to be, and the sacrifices to climb it are too high. For them, in their personal lives are too great.
 

Instead, they are redefining how they can keep contributing to their organizations, but on their own terms. Rather than subscribe to the onward and upward motto, they are more interested in staying with what they are doing than following an upward path that someone else has set.
 

With the cost of turnover (upward of 300% of annual salary) and the requirement for succession planning, Exceptional Leaders know that they need to develop strategies to identify and nurture willing high potentials. They also need to create environments where leadership roles are attractive.

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L216-011915-Is Your Attitude Holding You Back?

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Is Your Attitude Holding You Back?

Whether you want to admit it or not, your attitude plays a large role in whether or not you are successful in your job. There is a story about a man who sat outside the gates of a city and as a traveler passed by, he asked what type of city it was. The traveler told him it was a terrible city full of awful people. The next traveler that passed by, the man asked the same question. That traveler answered that the city was wonderful and full of loving people. You see, you can try to fool yourself that your negative attitude comes from the environment you are in, but on the contrary, you chose whether you will be negative or positive. In leadership roles, you will definitely face your share of negative situations, but that does not mean your attitude or outlook on your success should be affected negatively. 

 

How Does a Negative Attitude Affect Your Job? 

When you have a negative attitude, you will complain more about your circumstances. Not only will your complaints about the situation be greater, you will find yourself feeling like there is no solution to the problems you are experiencing. When you have a positive attitude about your job and life, you will tackle issues that arise and believe there is a solution. Negativity causes you to stay in a mental slump where you do not handle problems, but allow them to make you feel more negative about your situation. You cannot accomplish your goals if you don’t believe that you can.

 

How Does Your Outlook Affect Those Around You? 

Regardless of whether or not you have a negative attitude or a positive one, others around you will be affected. As a leader, ...

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L217-011519-Exceptional Leaders Focus

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Exceptional Leaders Focus

 

Exceptional Leaders are masterful at prioritizing and focusing on what is truly important.

 

In an extensive interview with Charlie Rose, Warren Buffett was asked the secret to his phenomenal success as a businessman, through which he has become the second richest man in the world. His simple answer was his ability to focus. Buffett is able to pick just the right things to concentrate on. He does extensive research and finds companies in which to invest that meet specific criteria, including having the right people. He then lets them run the companies and stays for the long haul. That’s it. Of course he also happens to be brilliant.

 

Exceptional leaders find those high payoff activities to engage in and think about. They are decisive and take action.

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L218-011915-Exceptional Leaders Express Appreciation

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Exceptional Leaders Express Appreciation

 

Research has consistently shown that employees choose lack of appreciation from organizational leadership as one of the key dis-satisfiers at work.

 

This also consistently shows up when leaders use multi-rater feedback instruments to measure others’ perceptions of their leadership capabilities.

 

Exceptional Leaders take the time to express and show appreciation a lot. They do this with groups and one-on-one.

 

The adage that says “You can get more bees with honey than with vinegar” still holds true in the business world.

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L219-011915-Exceptional Leaders Walk Their Talk

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Exceptional Leaders Walk Their Talk

 

Credibility is essential for trust. Trust is essential for Exceptional Leadership. It is critically important that when a leader says they are going to do something, they do it, and when they say they are not going to do something, they don’t do it.

 

How many of us have heard stories of leaders communicating during a merger that nothing will change, that it is only an investment relationship, that jobs will not be impacted? And then, there are massive changes, including layoffs. Credibility is blown from the get-go.

 

Another example of leaders not walking their talk is the conduction of the employee survey. Employees are solicited for their opinions with an expectation that results will be made public and action taken on justifiable criticism. The survey is taken with no follow-up reporting or visible action. It is better not to do a survey at all than to undermine leadership credibility.

 

Thought Provoker ...

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B280-011915-Enabling Decision Making In Others

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Enabling Decision Making In Others

 

Business owners and upper management have tremendous opportunities to train their staff for success. A company can only be as successful as those working for it. When you have well trained staff that are capable decision makers, you can be confident that your business will grow.

 

Enabling Decision Making in Others

 

There are guidelines that you want to put in place in your business for employees. However, there are many things that happen in the day to day which require your staff to think quickly and make good decisions. You will not be successful if you micromanage everything in the company.

 

Being a leader requires you to help others excel in their jobs by providing them with the resources they need to make good decisions.

 

Give Team Members Guidance

 

Allowing your team to make decisions does not mean that you  ...

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H211-011915-Selecting Superior Performers

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Selecting Superior Performers

 

Hiring a new employee can be a difficult task for most business owners. You aren’t sure if the candidates you are looking at will be superior performers. There are some ways you can take the guess work out of finding an employee that is the right fit for your business.

 

Clearly Understand the Position

 

Before you can hire someone that will meet the needs of your business, you must first identify what those needs are. Hiring a superior performer for a position requires a well-defined job description. 

 

You have to identify exactly what you need the employee to do for your business. If you do not, then you will not be able to find an individual that will perform at a top level. A fuzzy expectation leads to hiring people that are not equipped to handle the job.

 

People that do not feel confident in their abilities will not apply for positions that have job descriptions that intimidate them. You will weed out a lot of unnecessary resumes by developing a description with specific qualifications.

 

When you receive ...

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L220-042115-Exceptional Leaders Display a Sense of Humor

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Exceptional Leaders Display a Sense of Humor

 

You all know that none of us are getting out of this alive; so why take things so seriously? Many great leaders have had a terrific sense of humor in good times and bad. These include Abraham Lincoln, John F. Kennedy, Winston Churchill, and Ronald Reagan.

 

Not taking yourself or external events so seriously, even in dire situations, releases stress. Others around you are more at ease. Scientific studies have shown that moods are contagious and can be motivational. Seeing the humor in situations creates positive feelings. Positive moods generate positive action. Negative moods generate negative action or inaction.

 

Exceptional Leaders know that others take their cue from them and act accordingly. They can be funny on occasion.

 

Thought Provoker

 

*  Are you ...

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L221-082615-Developing Millennial Leaders

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Developing Millennial Leaders

 

Developing Millennial LeadersMany companies have placed their focus on leadership, but at the same time, a lack of leadership continues to be a major challenge. If businesses are focusing on this issue, what is the problem?

 

Short Sighted When it Comes to Building Leadership

 

One of the biggest problems that we see with training leaders, is the lack of long term commitment. A business wants to send their leaders to a few training events and hope for the best. Instead of developing a long term, continual plan, they invest a short period of time and hope for the best. In the Harford’s Millennial Leadership Survey, Millennials said employers can most demonstrate their investment in them as a future leader by offering training and development (50%), a clear career path (35%), and ongoing coaching and feedback (34%).

 

It is important to make developing leaders a long term process. Consistency is key when it comes to training people in your organization.

 

Companies Hone in on Few Versus Many

 

It is the natural tendency of companies to ...

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L222-082615-Exceptional Leaders Focus on Metrics

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Exceptional Leaders Focus on Metrics

 

Measurement is the language of business. Exceptional Leaders know that progress toward success needs to be measured quantitatively. A good analogy is the Global Positioning System (GPS). It can tell you where you have been, where you are now on a real time basis, and you can measure progress to a goal, all through numeric measurements.

 

Businesses need to have their own internal GPS system. Financials are just the beginning. Production figures, advertising response, sales data, customer and employee survey data, industry specific data, and so forth. For example, there are many oil field services companies that can see all of the data for their global drilling operations through the Internet on a real time basis.

 

Determine the top dozen key metrics that will truly measure the successful progress toward the organization’s goals.

 

Many executives find it helpful to ...

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L223-101315-Leaders Will Invest In Talent

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Leaders Will Invest In Talent

Talent analytics or Human resources analytics is a hot topic right now for companies. Businesses are using this data to meet the need within the company. It is predicted that in 2015 and 2016, the collecting and using of data will continue to grow.  

 

What is Talent Analytics? 

Talent analytics uses data that is collected about employees. The information collected can include hire date, training received, and other patterns. This data is then used to manage the team so that a company’s goals can be reached.  

 

What is the Data Used For?  

With the data, a company captures people related issues. Once the information is gathered, it can be used to make predictions of who may leave the organization in the near future. It can also be used to determine an employee’s competencies. The information can clue you in to whether or not an individual will not advance if sent through training.  

The data can be ...

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L224-101415-Exceptional Leaders See People As People

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Exceptional Leaders See People As People

 

This might sound strange, but sometimes we don’t see people as people. The most personal and ever-present example is when we are stressed in traffic. Do you, like most of us, objectify other drivers, not really seeing them as people, as human beings like you, who are just trying to get through this world as best they can?

 

Anytime we find ourselves being critical or judgmental, we can shift into this “thing” mindset and lose touch with ours and others’ humanity. When we do this, only negative and unintended outcomes can arise.

 

In the course of leading, particularly when we are under stress, we can see others just as instruments to get things done, rather than what they really are—people.

 

You can be a strong and effective leader, including being critical and demanding, when you have a compassionate mindset. So it is not our behavior so much that makes the difference in this case, but our state of mind.

 

When we come from a ...

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L225-101415-The Meltdown Of Leadership - Breach Of Trust

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The Meltdown Of Leadership - Breach Of Trust

 

As a leader, it is vital that you build trust with your employees. If you take a look at many businesses, this is a major problem that companies face. Employees don’t trust their leadership and often with great reason.

 

What Breaks Trust With Employees?

 

There are a number of reasons that team members distrust their employers. Here are some of the top scenarios that cause trust to be broken.

 

Promises are made that are broken. Maybe an individual was told that they would be given a raise, made management, or some other career advancement. When these promises are not kept, it not only affects the one employee, but others in the company will lose trust.

 

The company puts employees in a place where they fail the customer. Much of the time, your team members are the ones that take the criticism if the company fails to deliver to customers. Even it if it isn’t the team member’s fault, they still have to take the blame.

 

Whatever the reason for the distrust, it is on you as a leader to fix the errors and restore trust. In a perfect world, ...

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L226-101415-Exceptional Leaders Are Personally Productive 

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Exceptional Leaders Are Personally Productive

 

A survey by the Houston Business Journal revealed that 59% of the respondents want to improve their time management and productivity. Leadership is a demanding endeavor which requires focused sustained energy and personal efficiency. Exceptional leaders know that they must be efficient in their personal work and utilize their time effectively to be successful.

 

Thought Provoker

 

*  Do you have a well designed, system to manage your time?

*  Does this system allow you to work on those important but less urgent matters that will make the difference in your long term success?

*  Do you know ...

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L227-011216-10 Key Tips For Leaders

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10 Key Tips For Leaders

 

1.         Get the right people. Motivation is primarily in the selection. Find people who are both capable and motivated to achieve the goals you help set for them.

 

2.         Explain what you're doing and why. Your people must understand how everything you ask of them contributes to the overall goal.

 

3.         Accept mistakes. When you climb mountains, falling is a possibility. Teach your people that whether they are successful or not, they should be proud of having made the effort.

 

4.         Solicit criticism. In life, successful people are ...

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L228-011216-Exceptional Leaders Play Aim Game, Not Blame Game

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Exceptional Leaders Play Aim Game, Not Blame Game

 

Fault finding is easy. All of us can have negative assessments of what should or should not have been done. Looking at the past and blaming others, however, is not as productive as looking at the future. No one can change the past.

 

Exceptional Leaders use a “lessons learned” approach and play the “aim game” rather than the “blame game.” They focus on the future and look at desired future conditions and actions rather than just focusing on negative events in the past.

 

This can create clarity and motivate employees toward future performance rather than blaming them, which can cause discouragement.

 

Thought ...

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L229-032116-Exceptional Leaders Pay Undivided Attention

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Exceptional Leaders Pay Undivided Attention

 

All of us have been in another person's office and had them timeshare while conversing with us. They are checking their email, reading or shuffling papers, or even answering the phone. What message is that person giving us by doing this? Is effective communications really occurring?

 

Exceptional Leaders give undivided attention to the person with whom they are conversing. When they do, they are conveying non-verbally that the other person is valuable and that what they have to say is important.  This fulfills two basic needs that all of us have; to feel important and to be treated with dignity. Without showing this respect to others, leaders lose considerable respect and effectiveness.

 

Exceptional Leaders understand that ...

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L230-041216-Exceptional Leaders Encourage the Millennium Generation

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Exceptional Leaders Encourage the Millennium Generation

The Millennium generation (25 and younger) can be a challenge and an opportunity. How do you deal with employees who operate quite differently than you? They are constantly in contact with their network of friends and colleagues through text messaging. They write in blogs about anything and everything. They use technology to self organize into their own networks. They use on-line creation and collaboration tools such as Wikipedia to partner with others to create knowledge. They time share in meetings with laptops as they did in class. 

Leaders can be put off by all of this. IT departments are reluctant to allow users to use technology that they don't manage. I remember when the president of a $400 million company stated in 1998 that employees not be allowed to use the Internet. Fortunately he wised up and the company became a leading edge Internet user. 

Exceptional Leading, rather than resisting and forbidding, engages younger employees. Leaders ...

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L231-102016-How the Best Leaders Persevere Through Tragedy

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How the Best Leaders Persevere Through Tragedy

You are a leader in your company, but you are still a human. We all have tragedies hit us or things happen in our lives that can make going to work very difficult. So, how do you lead when you are in the midst of personal crisis?

 

Find Encouragement and Inspiration From Others

There are many people that have suffered such great loss in their lives. Watch how they stand up to the pressure and draw your inspiration and encouragement from them. You know that you can do this because others have been able to persevere through similar or worst circumstances.

               

Willingly Take Time Off

Just because you are a leader does not mean that you must be present every single day. If you have been doing your job well, others in the company will have the ...

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B305-102016-Help Young Talent Develop a Professional Mindset

Word Count: 426

Help Young Talent Develop a Professional Mindset

 

Depending on how long you have been in business, it can seem that the talent is getting younger and younger every year. The generational gaps we experience are not just in social environments, but are truly felt in the workplace as well. So, how do we help these young professionals develop the right mindset that will help our businesses grow?

 

Develop Emotional Intelligence

Many people that are entering the marketplace do not believe that social skills are necessary. In fact, somewhere around 69% of those that enter the workforce believe that people skills can actually get in the way of doing their job well. It is not surprising that these people also believe that their technical skills are far more valuable than their people skills.

 

It is very important that young talent is taught the soft skills they need to ensure that a team works together smoothly. Those that are emotionally unintelligent are more likely ...

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L232-11116-Inner Game of Leadership Sorrell Associates Customized Newsletter Service

Word Count: 383

Inner Game of Leadership

 

Leaders that want to be dynamic, successful and effective must develop their inner game of leadership.  Tim Gallwey created this term in The Inner Game of Golf, The Inner Game of Tennis and The Inner Game of Work.   

Qualities such as vision, courage, passion, wisdom, intuition and the like are what make up one’s inner game of leadership.  In order to address this area and grow, one must have a leadership coach.

 

Three reasons to consider a leadership coach to improve your inner game include: 

1.      We are limited.

As a leader, someone only has their own limited mindset and experiences to pull from.  A coach is able to change up our thinking and help us improve our inner game.  People fear failure and a coach will go alongside them to encourage, build up and critique as needed.   

2.     Leaders become more effective.

Leaders that receive leadership coaching are ...

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L233-12916-6 Things Great Leaders Do Differently

Word Count: 440

6 Things Great Leaders Do DifferentlySorrell Associates Customized Newsletter Service

 

Great leaders are hard to come by.  Strong leadership seems to be lacking when it comes to business.   A true leader is noteworthy and one to be watched and observed in action. 

 

Businesses, committees, campaigns and plans often fail due to lack of leadership.  How can we ensure that a great leader is in place?  We need someone who will lead in a way that they dare to be different.

 

What are the characteristics of a great leader and what do they do differently? 

 

Great leaders do the following:

 

1.        Lead by example

Great leaders do what they require of those around them.  They lead by example and act as they expect others to, as well.  Great leaders are always on time.  They follow set policies. 

Further, a great leader will inspect what they expect.  Setting an example is essential in order to make a difference and lead a team.

 

2.        Always honest

Great leaders are honest in all their business dealings.  They are trustworthy.  A strong leader ...

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L234-12916-Exceptional Leaders Keep Things on Course

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Exceptional Leaders Keep Things on Course

 

Exceptional leaders chart the course to a successful future. They also check to make sure that things are going according to plan and make mid-course corrections when and where needed. They know that assuming that everything is going ok can lead to lots of trouble.

 

Exceptional leaders set up systems to insure that they are kept in the loop as things progress. This could include reports from others, in writing, personally or in meetings. It could include "management by walking around" to see how things are going.

 

They set up communication loops so that they are notified immediately when things are off plan. They ask questions. They hold others accountable. They reinforce expectations where needed. They bring in additional resources. They ...

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L235-12916-Exceptional Leaders Are Willing to Take Risks

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Exceptional Leaders Are Willing to Take Risks

Exceptional Leaders know that full mastery of anything requires that one experiences both successes that reinforce and failures that deepen learning. Only then will one truly be a master.

 

They celebrate risk taking. For they know that it is essential to take risks to initiate change and to move an organization forward.

 

Taking risks is not only important for the payoffs but also for the learning. For this reason, the Exceptional Leader is willing to take the risks associated with doing things that are out of their comfort zone.

 

Thought Provoker

What is it you are ...

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L236-121516-Exceptional Leaders Are Aware of Their Strengths and Limitations Sorrell Associates Customized Newsletter Service

Word Count: 225

Exceptional Leaders Are Aware of Their Strengths and Limitations

Exceptional Leaders are able to accurately assess themselves. They are not in self-denial about either their strengths or their limitations.

 

They are open to feedback and set up systems to ensure that they have accurate information about themselves and their leadership effectiveness.

 

Armed with information about their strengths and weaknesses, they hire people to complement and strengthen their leadership competencies.

 

They also look for ways to enhance their leadership capability. They are in a continuous learning mode about themselves and the external world.

 

Thought Provoker

 

Do you really have ...

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L237-031517-Exceptional Leaders Are Not Too Busy

Word Count: 263

Exceptional Leaders Are Not Too Busy

You should not be too busy to get to essentials. "Busy-ness" is not an excuse to avoid tough decisions or unpleasant but necessary conversations. When one is busy, it is mostly attending to urgent and important matters; and, hopefully not too many unimportant matters.

 

The Exceptional Leader knows that focusing only on the urgent and important, while critical, may not lead to long term progress. They must also focus on the important but less urgent matters that will yield the best long term results.

 

They must be willing to work on the business improving things for the future and avoid getting immersed in busy work.

 

Thought Provoker

* Does your busy-ness create ...

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L238-031517-The 10 Biggest Leadership Mistakes to Avoid Sorrell Associates Customized Branding Solutions

Word Count: 505

The 10 Biggest Leadership Mistakes to Avoid

 

Anyone that is a boss, a manager or a leader knows that strong leadership qualities are a must if you and your team are going to succeed. There is so much information out there on how to be a great leader; however, there are also things that should be avoided if you’re in a leadership role.

 

The 10 biggest leadership mistakes to avoid include:

1.     Forgetting to listen

Leaders have an agenda, a plan and a mission that they are trying to carry out. However, they can sometimes forget to listen to the advice of others. There is wisdom in consulting people for advice and ideas. Listen to those around you and put your heads together.

2.      Ignoring the details

Leaders can often fixate on the big picture. The only way you can ...

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L239-051517-How Great Leaders Get More Done In Meetings Sorrell Associates Customized Branding Solutions

Word Count: 440

How Great Leaders Get More Done In Meetings

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You can tell quite a bit about a leader based on how they conduct meetings. If you can improve the discussions, solutions, and team morale through team meetings, you’ll be more effective at running your business as a whole.

 

Consider the following 4 things to get more done in meetings:

1.    Clearly define the purpose.

If you can’t establish an objective for a meeting, then you should not hold one. Think through what you would like to convey to your team and accomplish before you schedule the time.

A good rule of thumb is to focus your meeting on S.M.A.R.T goals, which is an acronym for specific, measurable, achievable, results-focused, and time-bound goals. By following this model, you will be able to hold meetings that are beneficial for both your team and the company’s mission.

Meetings should not be a surprise for employees. Send out an agenda in advance for their review so they are prepared to discuss the matters at hand.

2.    Select a decision maker.

Each meeting agenda that is sent out should include the name of a decision maker. This person has a key role because they will help facilitate the follow through and how decisions are carried out.

Leaders must select a decision maker to increase accountability and ensure that action items make it to completion.

3.    Leaders should be role models.

When in a leadership role, your attitude and habits are often ...

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L240-092517-Implementing Big-Business Leadership

Word Count: 473

Implementing Big-Business Leadership

 

Regardless of the size of your business, strong and effective leadership is the key to success. In order to pull this off, you need to set a clear vision, engage your team, and get everyone focused on the common goals you wish to achieve.

 

The principles are the same for a large or small business, but the roll out can differ. Smaller companies don’t have the same training resources that larger firms do. However, there are several ways a small business can implement effective leadership that stays the course to reach the overall goals with a winning strategy.

 

Try the following:

 

Clear Goals

Be sure to be clear on winning the final goal and destination as a team. Leaders must paint an accurate picture of the vision and what it takes to pull it off. People will flounder without purpose, strategy, and clarity.

 

In small businesses, there is often fewer resources and manpower. Therefore, it can be more of a challenge to stay the course with a particular vision. The goal should be to stick to your plan and focus on the clear win. Don’t let your team get scattered and off course. Strong leadership will ensure this does not happen.

 

Effective Communication

Once you’ve conveyed the goal, be sure ...

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